How do you report recruiting evaluation results? (2024)

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HR Management
Recruiting

1

Define your purpose and audience

2

Choose your metrics and methods

3

Organize your data and findings

Be the first to add your personal experience

4

Visualize your information

5

Write your summary and recommendations

6

Here’s what else to consider

Recruiting evaluation is the process of measuring the effectiveness and efficiency of your hiring practices. It helps you identify what works well, what needs improvement, and how to align your recruiting goals with your business objectives. But how do you report your recruiting evaluation results to your stakeholders, such as managers, executives, or clients? Here are some tips to help you create clear, concise, and compelling reports that showcase your recruiting value and impact.

1 Define your purpose and audience

Before you start writing your report, you need to clarify why and for whom you are reporting your recruiting evaluation results. What is the main question or problem that your report aims to answer or solve? Who are the decision-makers or influencers that need to see your report? How familiar are they with your recruiting process and terminology? What are their expectations and preferences for the report format and content? Answering these questions will help you tailor your report to your purpose and audience.

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Kashiefa (كاشفة) Van Der Schyff Global Talent Partner @ Klipspringer Recruitment | IT Recruitment Expert
I am a Global IT technology recruiter and my main purpose is to connect with professionals in IT so that I may find the best candidates for my clients positions they have open
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Efrat Aghassy Feldman Global Strategic Talent Acquisition Senior Manager
Usually, as a TA leader, you will need to address a few stakeholders, partners, and sponsors regularly on your recruiting progress, challenges wins and more I suggest spending time understanding the client's needs and preferences to send articulated communications.
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Brian Burlant Partnering with AmLaw 100 leadership and corporate c-suites nationally in finding the right strategic legal talent.
I've been in the C-Suite and also recruited for the legal function (Partners, teams, GC and other levels for AmLaw 100, Fortune 500, Emerging Companies, and others) for over 20 years. All good general guidelines here. Process really starts in the beginning of the fiscal year with established needs, priorities and goals specifically defined, followed by specifically agreed written specifications for each role for which you're recruiting. Those elements become your benchmarks for the year.
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2 Choose your metrics and methods

The next step is to select the metrics and methods that best capture and communicate your recruiting evaluation results. Metrics are the quantitative indicators that measure your recruiting performance, such as time to hire, cost per hire, quality of hire, or retention rate. Methods are the qualitative or descriptive ways that explain your recruiting outcomes, such as feedback surveys, interviews, testimonials, or case studies. Depending on your purpose and audience, you may need to use a combination of metrics and methods to provide a balanced and comprehensive view of your recruiting evaluation results.

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Brian Burlant Partnering with AmLaw 100 leadership and corporate c-suites nationally in finding the right strategic legal talent.
These tie into the agreed specifications and recruiting targets. Importantly, there are at least four general elements to this - 1. the hire itself; 2. the onboarding and integration of candidates over the first six to twelve months (understanding the inherent "friction" of any candidate acclimating to culture, communication, reporting, systems, etc.; understanding and adapting to real expectations once in place; and the candidates themselves transitioning their own clients, accounts, support hires and other relationships); 3. ongoing performance; and 4. "stickiness" i.e. hires that successfully remain with the company over time.
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3 Organize your data and findings

Once you have collected and analyzed your data, you need to organize your findings into a logical and coherent structure. A common way to do this is to use the SMART framework, which stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This means that you should report your recruiting evaluation results in terms of specific objectives, measurable indicators, achievable targets, relevant outcomes, and time-bound periods. For example, you could report that you reduced the time to hire by 15% in the last quarter by implementing a new screening tool and a streamlined interview process.

4 Visualize your information

A picture is worth a thousand words, especially when it comes to reporting your recruiting evaluation results. Visualizing your information can help you highlight your key points, compare your results, and show your trends and patterns. You can use different types of charts, graphs, tables, or diagrams to display your data in a clear and attractive way. For example, you could use a pie chart to show the distribution of your hires by source, a bar chart to show the comparison of your cost per hire by role, or a line chart to show the trend of your retention rate over time.

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An example I've seen is creating a one-pager for each candidate including their top skills and recent job experience. Visualizing profile information with charts or diagrams is extremely helpful if you are recruiting for high-traffic job positions.
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5 Write your summary and recommendations

The last step is to write a concise and compelling summary and recommendations based on your recruiting evaluation results. The summary should provide an overview of your main findings, achievements, and challenges. The recommendations should provide actionable suggestions for improvement, next steps, or future goals. You should also highlight the value and impact of your recruiting efforts and how they contribute to your business objectives. For example, you could write that your recruiting evaluation results show that you improved the quality and diversity of your talent pool, increased the satisfaction and engagement of your hires, and reduced the turnover and hiring costs.

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As an agency recruiter I generally support Small to medium sized tech businesses with recruiting niche software roles. The main problems they face are generally either the means to screen applicants or the tools to headhunt specific skillsets where needed. I regularly provide HR/hiring managers structured data specific to their hiring campaign. If it's a niche role this is generally mapping out a certain skillset in their local. E.G. 30 Typescript developers with atleast 5 years experience within 50 miles of their office. This data and information helps decision makers understand the market and the talent they are targeting. This allows us to tailor our recruitment outreach accordingly and build more effective hiring campaigns.
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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Brian Burlant Partnering with AmLaw 100 leadership and corporate c-suites nationally in finding the right strategic legal talent.
Ongoing success begins with good, solid metrics up front (including hiring specifications and measurable performance standards) that enable continuous feedback, assessment and correction. All parties need to be adaptive to internal and external factors - including such things as corporate performance and challenges, leadership and cultural evolution, and the external market and competition - in assessing whether the right goals and metrics are in place for plug-in as well as strategic hires.
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How do you report recruiting evaluation results? (2024)

1

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3

4

5

6

1 Define your purpose and audience

2 Choose your metrics and methods

3 Organize your data and findings

4 Visualize your information

5 Write your summary and recommendations

6 Here’s what else to consider

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