Pave’s Post

Mmm, what is happening in Stage 3? 🤯👇 We’ve done the groundwork to help you spot inefficiencies in your hiring process. Get a simple-to-use hiring cost calculator to visualise the hours your different teams spend at each hiring stage. Also included in the dashboard: cost per hiring stage, the rand value of your hours, and conversion rates 📈 Get your calculator 👉 https://bit.ly/44og98o

Time to hire as a performance metric is painful because: // There is no standardization Time to hire? Time to Fill? Time to start? Most recruiting people can't agree on what these metrics mean, how can we expect the business to agree on them? // Different perceptions of when the clock starts: 1) Hiring managers thinks the clock starts when they ask for the req 2) Finance thinks the clock starts when they approve it 3) Recruiter thinks the clock starts after they post it // Broad scope definitions make it difficult to remedy the problem If a requisition takes too long to hire, there's too much to investigate to get to a real answer of what happened or how to prevent it in the future. Did an approval take too long? Did a hiring manager not show up for the intake session? Did a candidate accept than not start? headcount365 is designed around hires on time, so that finance can have predictable start dates. We standardize time to fill, and the data is captured on the requisition so it's easy to investigate what happened. We group common themes for recruiting & finance leaders to have a better understanding of how time impacts production. My full take on time to fill in the comments.

Why the Shift to Flat Fee Recruiting is Gaining Traction: Predictability is King: Financial forecasting is smoother than a jazz tune when you know the upfront costs. Transparency Builds Trust: With flat fees, what you see is what you get. No hidden clauses, no sudden spikes. Value over Volume: It’s not about how many candidates, but the RIGHT candidates. And our focus? Getting you the cream of the crop without breaking the bank.

As the year comes to a close, join our CEO Eric Guidice on navigating the data hidden in your 2023 hiring plan. Whether you use spreadsheets, tools, or something in between, we'll show you how to apply it to everything from recruiter performance management to hiring manager accountability, while tying in the financial data for your CFO.

What is your team’s time worth? 💸💸 Together with Nicholas Botes, we’ve put together a simple-to-use hiring cost calculator to help you answer that. Enter a few inputs, and get the results visualised in a dashboard, including hours your team spends hiring, costs per hiring stage and conversion rates. Get your calculator: https://lnkd.in/dXYM5eNV

When it comes to staffing decisions, the devil is in the details 👿. Ensure you're covering all bases with our IT Staff Augmentation vs Hiring Calculator. 🧮 Here's how our IT Staff Augmentation vs Hiring Calculator can help: 👉 Customized analysis based on YOUR data 👉 Consideration of development costs, project timelines, and recruitment expenses 👉 Assessment of salary and benefits, training, and onboarding time 👉 Visualization of ramp-up time and churn impact measures 👉 Make sure you're not overlooking any essential factors – your data-driven solution is just a click away! 🧮 https://lnkd.in/eMf3-w_5 #StrategicHiring #staffaugmentation #Recruitment

After July 4th, H2 reforecasts drop. Here are 5 things executives are looking for from Recruiting & Finance 1) The cost difference of the new plan 2) A recruiting plan to meet the new demand 3) A summary of the changes & their impact to OPEX & Revenue 4) An understanding of whether or not we can hit this plan (hires on time) 5) What are the (p0) top priorities for hiring

Recruiters often feel there are too many barriers to making reporting dreams a reality. It's like the chicken or the egg scenario: To have useful reports, you need accurate data, but to have accurate data, you need people paying attention to reports. Overhauling your reporting system comes down to a willingness to invest in and incorporate the tech that your team needs. So, here are four steps to getting team buy-in for a new reporting system. Just in time for 2024! 📈 Read it now 👇 https://hubs.ly/Q02cN05t0

🐓🔍 Rooster's Data-Driven Advantage for Enhanced #Recruiting! 🔍🐓 When it comes to Recruiting success, data is your most valuable asset. Rooster Scheduling goes above and beyond, offering you deep data elements that pave the way for robust KPI reporting and insightful analytics. 📅💼 📊 From conversion rates to interviewer availability, Rooster's data-rich platform equips you with the tools to measure, analyze, and optimize your hiring process. Make informed decisions that drive efficiency and results. 🔍 Don't settle for guesswork – Rooster's data elements provide a clear path to enhancing your Recruiting strategies and achieving your goals. 🌟 Discover how Rooster can empower your team with comprehensive data insights and elevate your #KPI reporting game! 🔗 Connect with us at Rooster.us to explore how you can harness the power of data for impactful Recruiting outcomes. 🐓 Elevate your Recruiting efforts with Rooster's data-driven analytics – your partner in success! #DataDrivenRecruiting #EfficientHiring #OptimizeProcesses #StreamlineScheduling #RecruitmentAnalytics #RoosterInterviewScheduling

𝗔𝗜 𝘀𝗮𝘃𝗲𝘀 𝟯𝟲 𝗵𝗼𝘂𝗿𝘀 𝗽𝗲𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲. Think what you'd do with that time. Learn how. Take our survey: https://bit.ly/ats-survey #TimeIsMoney #Hiring