The team from AWS shares their insights on how to measure talent acquisition tactics

Full Transcript
Joe: How about for you, Pete? What are you looking at? What do you measure to help you figure out whether what you're doing is effective or not? You mentioned response rate is one piece of the puzzle. Pete: There's always an 80/20 balance, right? There's an 80/20 balance between data and gut. So long as the 20% is the gut and not the 80%, you're probably in pretty good shape. I mean I measure reach out, response rates, I also look at kind of what platforms are getting the most response rate on. You know, is it through an email, is it through a direct message on Instagram, is it, you know a tweet? Shocker, it's not a tweet. You know, I think when you look at those things you got a look at even breaking it down to time of day. You know, I love to send out a message on Monday morning when somebody is, "I have to go back to work today," and then follow-up on Friday as they're realizing how bad the week just was and get a hold of them that way. Joe: So are you, that's another point, do you share this data across the team? Like are there benchmarks that you see within your teams or across the organization or is it very on an individual level? Pete: I think it's probably more at an individual team level. I think that'd be something that would be nice to have but again you're dealing with teams with different needs, different ways their business cycles. Even down to a sourcer level you've got ten different personalities on the team who operate ten different ways, yes you can all report your data the same within your team but that doesn't necessarily equate apples to apples with another team. Alan: What you're working on, there's just some roles you might work on that you have a lot of inbound applications. And like, it's just, you can really put someone in that role that just understands process. And there like just clicking buttons, right? Personal experience, send them to this stage. Some people can drive the same result based off of sheer quantity. We're hiring a senior software engineer, I don't suggest that of like email blasting. But some people can get to that result in this roundabout way. I obviously love Pete's approach to it, just like hyper-personalization and focus. You know, so there is a tracking reach outs and stuff like that. But there are still some people who can get to that end goal by having a completely different metric then what he has. Joe: Breadth versus depth. Alan: Once they've kinda done that phone screen, at that point he's like I don't have much control after that. Like after they've kinda completed that phone screen then you can look at your funnel and pretty much predict like how many people do I need to get to that stage. You can really closely predict your output based from there. Joe: Work the numbers backwards. Alan: Yep. Joe: Awesome. Joe: Thanks for watching this clip. And make sure you go to Brazen.com/TAtalks to subscribe to our video series so you never miss an episode and to get exclusive access to our video content. See you next time!
P.S. Can we send you an email with our awesome talent acquisition content every week or so?
We won't overwhelm you and we'll make it easy for you to unsubscribe if you ever choose to do so.Related Articles/Posts

The Brazen Blog
Mar 22, 2023
What to Look for in a High-Volume Recruiting Tool
For maximum efficiency, time savings, and candidate experience, employers with high-volume hiring needs should look for tools that support the full recruiting life cycle—or as much as possible. Rather than using a separate tool for each purpose/phase, using high-volume hiring software that bundles crucial features in one solution, when paired with your ATS, will cover all your needs.
Read More

The Brazen Blog
Mar 17, 2023
The 25 Best Virtual Career Fair Platforms Available to You 2023
Virtual career fair platforms are one of the fastest growing industries and things aren't expected to slow down any time soon. So whether you are a company looking to host a virtual hiring event to find top talent or a University looking to connect your graduating students with employers or an organization looking to host a multi-company virtual career fair, we’ve got you covered in our best virtual career fair platforms of 2023 review.
Read More

The Brazen Blog
Mar 08, 2023
Benefits of Virtual Recruiting for High Volume Hiring
Successfully hiring high volumes of new employees—on time and on budget—requires careful planning, the right tools, and efficient processes. A great high volume recruiting strategy will help you reduce the overall time to hire and help you find the right candidates - fast. Many employers tackle the challenges of high-volume hiring on a seasonal basis but if your organization needs to hire hundreds or even thousands of new employees throughout the year, you need a consistent, reliable strategy to accomplish your goals.
Read More