The Data Driven Recruiter #1 - Welcome to the Party Pal!

Welcome welcome welcome recruiter friends to The Data-Driven Recruiter. My weekly newsletter that aims to help any recruiter who wants to empower themselves with data.

In issue one, I want to lay out what I'm thinking for the future of the newsletter. I'm not a professional marketer guy. I'm just a recruiter like you. So while the content I hope will be really useful, it may take a few swings for me to get the newsletter format right.

Full disclosure, I have the design sensibilities of a drunk rhinoceros. So please bear with me and get back to me on LinkedIn with any feedback on the these early issues.

So here's what I'm thinking :

• My authentic voice -  You are talking directly to me. That means low level instruction on data driven recruitment, but also weird humour, and the occasional rant. I figure, this is my platform, why compromise my voice?

• Practical Content -  I started writing on LinkedIn because I couldn't find recruitment thought leaders who would go in-depth on REAL problems that REAL recruiters face. It was all high level and Sineky.

• Under a 5 min read. If you didn't get practical value from my newsletter by the time you finished your coffee, please come to my house and throw wet fish at my windows.

• I want to expand our community, learn and teach - There are no high priests of recruitment with unbreakable, unshakeable rules. So I want to invite all the truly excellent recruiters I have met on my journey to contribute, so I can continue to learn as much as teach.

Why Can't Your Hiring Managers See What You See?

One of the most difficult parts of our job as recruiters, is helping our hiring managers understand the impact of good versus bad recruitment practice.

It can so easily boil down to a battle of opinions and lead to a lot of stress as you are forced to push candidates through a process you know isn’t as high quality or candidate centric as it could be. Not to mention the impact on cost per hire and time to hire. 

If only they could SEE the difference. 

So for my first issue, here is a bribe gift. Process Lab. It's a single page Business Intelligence tool that helps you visualise and plan out current vs ideal recruitment processes, and the level of effort need for each. I have found it incredibly useful in these scenarios :

1. Working with hiring managers to show the impact of bullshit processes.

2. Working with recruiters to help visualise the time and effort saved when recruiting using best practices.

3. Pre-sales if you are an agency or embedded business. Showing the level of effort needed to make a gajillion hires in 45 minutes. 

How to Use Process Lab

• The green box is an input for target hires.
• The little boxes on the right are inputs for your conversions at each stage(%)
• The boxes in the middle are outputs that give you the volume needed at every stage based on the target hires and conversions.
• Set your inputs based on either a current state to show how much average volume you are doing to make hires, or input ideal conversions to show how much time and money you could save with better conversions.
• Right click off to the side to download the report as a slick PDF. good for reporting and presentations.
• If your process has a different number of steps, just set one of the middle steps to 100% conversion to effectively ignore it.

Totally free. Get in touch if you want any advice on how to best use it for your individual needs.

Check It Out!