RogueHire’s Post

Have you read, “The Power of Positive Leadership” by Jon Gordon? There are a lot of valuable nuggets of information and inspiration, but one that inspires us is Do The Work! This Monday, we encourage you to get after it and Do The Work! You’ll be glad you did.

What does it take to be Elite? Our recent Elite Honor Roll Elite Recruiters were surveyed and asked our overarching question. What does it take to be elite? Here’s what we found – It's a balance between communication, care, and relationships. Building strong relationships, maintaining a sense of urgency, and carrying humanity and compassion in your role were the three main themes of Elite Recruiters. How are you pushing towards Elite Performance?

Are you logging on remote, hybrid, or in person? In our recent research study, What Makes Elite Recruiter Elite? We surveyed our Elite Honor Roll Elite Recruiter winners on all aspects of their day-to-day to find their top qualities and competencies that drive them towards Elite Performance. Out of thirty-three recruiters surveyed, we found most sentiments were for employers to remain flexible. Most enjoyed regular collaboration with their peers and leaders but have also grown accustomed to work from home models. Where are you logging on, and which do you prefer?

Have you read “Atomic Habits?” As we continually reflect and share on ‘good fuel for the mind’ we wanted to share one of our top recommendations, “Atomic Habits” by James Clear. “Atomic Habits” showcases an easy and proven way to build good habits and break bad ones, leveraging: - Tiny changes that create remarkable results using the Habit Loop - Habit formation that helps you accomplish more by focusing on less Let us know how you’ve used, “Atomic Habits” to shape your day-to-day.

Have you submitted your Benchmark Data for an analysis against the industry's best? If not, it's not too late Three reasons to benchmark against the industry: - Performance benchmarks help manage unrealistic expectations (especially from your C-suite!) - Identify and drive performance improvement initiatives - Tell your story, celebrate success, and quantify your ROI to key stakeholders! Reach out to [email protected] to submit your data.

What is the 2024 HC TA Analytics Benchmark Study data telling us? It’s time to act: - Align investments and resources to solve The Problem – Finding & Engaging candidates for difficult-to-fill positions. - Install process(s) to provide a VIP experience to candidates that have expressed interest in working for your organization. - Predict hiring demand to allow for sufficient lead time to find candidates for difficult-to-fill positions - Migrate to a JIT Candidate Advocacy Organizational Model. Not sure where to start? Let us help: https://lnkd.in/e7JdtsR9

RogueHire’s 2024 HC TA Analytics Benchmark Study – Top 5 Insights! Insight #5: Your external new hires first applied 1.5 years ago. The data shows: - On average, every external new hire created their profile in your ATS 592 days prior to applying to the position they were hired for. What is the data telling us? - The vast majority of your external new hires already have applied, expressed interest in your organization, and are in your database! - Organizations need to consider shifting investment and resources to high touch candidate rediscovery/advocacy strategies versus investments in ‘top of the funnel’ strategies designed to find net new applicants (or worse, pay to engage an applicant you already have engaged twice!) How does your team compare? Let us know in the comments

RogueHire’s 2024 HC TA Analytics Benchmark Study – Top 5 Insights! Insight #4: While traditional outbound sourcing is laborious, it’s very cost effective for filling difficult-to-fill positions. The data shows: - It takes on average 16 hours sourcing/pre-screening candidates to fill one critical, difficult to fill position. - Average internal Cost Per Hire/Fee is only 2.6% of salary! What is the data telling us? - An efficient internal sourcing team is cost effective (especially compared to external solutions) and can drive a significant ROI. Let us know in the comments where your organization compares.

RogueHire’s 2024 HC TA Analytics Benchmark Study – Top 5 Insights! Insight #3: Interested candidates are still not getting a VIP Experience. The data shows: - 1 of every 2 candidates (49%) have not had communication/movement from their recruiter in 21+ days. - 1 in 3 candidates are dissatisfied with our process. 1 of 3 are neutral What is the data telling us? - With 76% of applicants applying only one time, a poor candidate experience makes it very difficult to reengage for future opportunities. - How we communicate and advocate for candidates ‘post disposition’ is critical to increasing reengagement rates. Let us know in the comments how you compare.