RogueHire’s Post

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.

RogueHire’s 2024 HC TA Analytics Benchmark Study – Top 5 Insights! Insight #2: Organizational models and processes are perfectly optimized to only fill positions you have qualified applicant flow for. The data shows: - 2 of every 3 positions (66%) take only 23 days on average to fill - 1 of 3 (34%) take on average 149 days to fill What is the data is telling us? - The positions with adequate applicant flow get filled fast (3 weeks) - Root cause associated with 1 in 3 taking 149 days is lack of qualified applicants. - Time to fill is not a process issue, it is a sourcing issue! Where does your organization stack up? Let us know in the comments.

RogueHire’s 2024 HC TA Aanlytics Benchmark Study – Top 5 Insights! Insight #1: While Workload and Turnover have stabilized overall, TA performance has not significantly improved! - Openings per recruiter is down to it’s lowest level since 2021! - Turnover rates have remained relatively unchanged over the last two years. The data shows: - 34% of all positions continue to take on average 5 months to fill - 46% of all Nursing positions take 5 months to fill as well - 33% of open nursing openings have aged beyond 120 days - 1.4 of every 10 candidates we make offers to do not start (86% Offer to Start Ratio) What is the data telling us? That organizations are still not investing enough time, money and resources to find, engage and close top talent for difficult to fill critical positions. Let us know in the comments where you compare.

Join our own, Matt Rimer next Tuesday as he connects with Stanford Health Care's Megan McCall and Cedars-Sinai's Bryan Hickey to dive into their TA wins this past year. We'll see you there.

Our 15th annual HC TA Analytics Benchmark Study was our largest one yet! We analyzed performance from over 147 respected HC organizations responsible for evaluating close to 10 million applicants and filling over 740k positions. This is the largest, most comprehensive HC TA Analytics Benchmark Program in the country generating over 6500+ Key performance benchmarks for our Community Members. What is the data telling us? Each day next week we will outline one of the Top 5 Insights we uncovered from this year’s study and how you can use this data to drive your HC TA Strategy.

Recognizing our RogueHCC Excellence Award Winners! Last week, we held our first annual RogueHCC Excellence Awards. Congratulations to our winners: - Epic Storytelling: Trinity Health - 1% Better Everyday: Cleveland Clinic - Ignite the top of the Funnel: University of Utah Health - Innovator of the Year: Stanford Health Care Looking to participate in our next RogueHCC Excellence Awards? Join us inside RogueHCC: https://roguehcc.mn.co.

Introducing Jayson Shivey! Welcome to the team Jayson.

Do you plan for a Perfect Day (the night before)? Planning & preparation is truly the only thing you can 100% control, but often times is a neglected step in your daily routine. Prioritizing your to-do's and planning your day ‘hour-by-hour' takes minutes! But if executed properly, can provide many benefits: - Clarity and focus - Efficiency and preparedness - Prioritization and improved decision making Before you end your workday, prioritize and plan for tomorrow! Looking to dive deeper into Perfect Week/Perfect Day Routine? Join us at the The Recruiter Academy.

What's your top ten reasons why? We recently spent time with two different sourcing teams struggling to engage talent for CDV (Critical/Difficult/Visible) positions. Both teams had prospects to reach out to, but still were not getting engagement with their outbound outreach. In these situations, we recommend a simple but effective way to create more compelling messages - the top ten reasons why! Try coming up with ten compelling reasons why someone would want this position. What's your top ten?