Staffing and recruiting firms are faced with more choices than ever to find, connect with, and place candidates in the best positions available.

Though most firms are equipped with the tools to measure their activities with Applicant Tracking Systems (ATS), many struggle to find a way to make actionable decisions based on this data.

In addition to understanding key performance metrics, firms also need to understand projected monthly bookings, as well as other lagging and leading indicators of success to get the “big-picture” view of their performance

Knowing what to measure and how to measure it is a critical modern challenge for staffing and recruiting firms.

Set yourself apart by asking the following 10 Must-Ask Questions to measure your firm’s performance.

5 Questions Every Staffing and Recruiting FirmMust Ask Weekly

What

• Identifies how your employees are performing in a given period of time against their individual activity goals.

Why

• Shows employees’ progress against their goals and helps them visualize effort.

• Indicates whether your monthly or yearly goals are reasonable or need to be adjusted.

• Provides the visibility into the specific areas into which each employee needs coaching.

Use Cases

Diagnosis: Are our goals too easy or too hard to hit? Are my newest employees hitting their goals?

Coaching: Reward those who are exceeding goals; train individuals who are struggling.

Actionable Insight: Identify activity benchmarks from top performing employees. Use these to help grow your team and train new employees.

Win: Empower employees with goals that promote healthy competition and higher output to improve your bottom line.

How Are My Employees Performing Against Their Goals?

How Are My Employees Performing Against Their Goals?

1 //

What

• Identifies your employees’ current activities and their conversion ratios.

Why

• Track the efficiency of each of your employee’s activities.

• Use activity count and efficiency as a leading indicator of future employee performance.

• Understand what activity levels are necessary to reach your placement goals.

Use Cases

Diagnosis: Is one employee making double the calls but producing fewer job orders or placements?

Coaching: Quickly spot who needs real-time coaching to improve their execution.

Actionable Insight: Understand how your employees distribute their efforts, and which activity increases will have a measurable impact.

Win: Set actionable placement goals based on historic efficiency trends.

How Efficient Are My Employees’ Activities?

How Efficient Are My Employees’ Activities?

2 //

What Does Our Pipeline Look Like Today?

3 // What

• Identifies the state of your pipeline by created date and by job order importance.

Why

• Prioritize your team’s efforts based on effort, momentum, and job order value.

• Keep opportunities moving forward and from slipping through the cracks.

• Maintain a “clean” pipeline so you can accurately forecast your bookings.

Use Cases

Diagnosis: Rank job orders based on return on investment for your firm.

Coaching: Help employees manage their efforts based on the age and value of each job order; focus on the quick wins.

Actionable Insight: Identify stalled opportunities and alert employees before they escalate.

Win: Work your immediate pipeline “smarter” by identifying high-probability placements, and working those first.

What Does Our Pipeline Look Like Today?

What

• Identifies how well this month’s placements are progressing by employee.

Why

• Identify which employees are performing well and which are struggling against their goals.

• Distinguish employees who are routinely hitting or surpassing their goals.

• Know which employees make the most placements and the total value of their placements.

Use Cases

Diagnosis: Properly align pipeline volume with employee performance.

Coaching: Find employees who are not on track to hit their goals and see where they are struggling.

Actionable Insight: Determine which employees on my team are ready for more of a challenge, and which should be rewarded for their performance.

Win: One of your junior employees is routinely surpassing her goals; challenge her to increase her volume of placements.

How Much Have My Employees Booked?

How Much Have My Employees Booked?

4 //

What

• Identifies how accurate the data is that you use to run all of your models, calculations, and reports.

Why

• Know if you can trust your ATS data: inaccurate data is far worse than no data

• “Garbage-in data, garbage-out data” will lead you to false conclusions about your efforts.

• Spot common discrepancies in your data, and quickly amend them.

Use Cases

Diagnosis: Know where and how often you commit data errors. Understand the patterns and eradicate them in future reports.

Coaching: Institute a strict “If it isn’t in our ATS, it doesn’t exist” policy. Show employees where they are making missteps in their data entry.

Actionable Insights: Identify which employees are the biggest frequent “bad data offenders” and enforce proper data entry processes.

Win: You have 100% data accuracy, and use it to run your business effectively by the numbers.

How Accurate Is My Data?

How Accurate Is My Data?5 //

5 Questions Every Staffing and Recruiting FirmMust Ask Monthly

How Many Job Orders Do Employees Have In Their Pipeline?

6 // What

• Identifies the number of opportunities employees have in their pipeline and in what stages the opportunities sit.

Why

• Take inventory of your pipeline. Assess the maturity of open job orders.

• Understand which employees need to generate more opportunities and which need to focus on closing their current pipeline.

• Determine which employees are managing too many opportunities compared to their peers.

Use Cases

Diagnosis: Does every employee have enough pipeline to hit quota? Ensure everyone is working a sufficient number of job orders.

Coaching: Help employees identify when to fill their pipeline and when to focus on closing opportunities. Coach them to find the right balance.

Actionable Insight: Gain visibility into your forecast and projections based on the age of your pipe-line.

Win: Your employees find a balance between recruiting activities and closing activities, which makes your pipeline more sustainable.

How Many Job Orders Do Employees Have In Their Pipeline?

Where Is The Weakness In Our Placement Funnel?

7 // What

• Identifies the count and conversion rates at each stage of your placement funnel.

Why

• Understand where incremental changes in your placement process can have huge positive impacts in your total placements.

• See where your employees lose the most opportunities.

• Understand the number of job orders your team will need to make their placement targets based on historic conversion rates.

Use Cases

Diagnosis: Are you doing enough at the top of the placement funnel to get the right placement outcomes?

Coaching: Provide targeted coaching to improve conversion rates where you see the biggest drop-offs.

Actionable Insights: Only 45% of interviews are getting placed? Focus on better preparing candidates to increase placement conversions.

Win: Empower your employees to work smarter, not harder to make placements with their current opportunities.

Where Is The Weakness In Our Placement Funnel?

How Are Our Bookings Trending Over Time?

8 // What

• Identifies whether your team is winning enough business by total placement value, number of placements, and against their quotas.

Why

• Set goals for your sales team and measure against those goals to determine how they are doing compared to their historic performance.

•Determine if your business is growing and if the average value of your placements is changing over time.

• Understand how your team is doing currently, and compare to their historic performance trends.

Use Cases

Diagnosis: Is your business trending up or down? Are your placement values relatively stable? Have you set goals and quotas appropriately?

Coaching: Employees struggled to hit their goals over the past several months. Assess where they are missing the mark, and coach accordingly.

Actionable Insight: Placements are increasing, while bookings are decreasing. Make sure to maximize yield for your opportunities moving forward.

Win: Is there a segment that is no longer contributing to our growth? Is there a growth segment to which we can shift our focus?

How Are Our Bookings Trending Over Time?

How Many Opportunities Do We Win Versus Lose?

9 // What

• Identifies wins vs. losses and the value of those opportunities.

Why

• See your win/loss trends over time and look at each employee’s performance to see individual win/loss rates.

• Gauge how your win/loss rate changes as you grow your pipeline.

• Use dates when win percentage was highest or lowest and set these as baselines and benchmarks for your future performance.

Use Cases

Diagnosis: There was a big jump in opportunities in a given month but your win percentage fell. Why?

Coaching: Employees with consistently low win rates can be coached to focus on the types of activities that produce more success.

Actionable Insights: You had 3x more job orders last month, was the outcome a winning month? Or more effort and less placements?

Win: The number of opportunities you have won in recent months has stayed consistent, but their value is increasing month over month.

How Many Opportunities Do We Win Versus Lose?

What Is Our Time-To-Fill By Employee?

10 // What

• Identifies the Time-to-Fill for opportunities by employee by stage.

Why

• Know which employees have the fastest time-to-fill and which take longer.

• Identify areas in which employees can improve their time-to-fill.

• Understand if certain business segments or job order types have a longer time-to-fill than others.

Use Cases

Diagnosis: See where employees get slowed down in the placement process, and which employees are most efficient.

Coaching: Coach employees that have a longer time-to-fill by comparing their efforts against peers.

Actionable Insights: Understand which clients command the longest time-to-fill and determine if their total value is worth your efforts.

Win: You tighten your team’s time-to-fill efficiencies and make more placements in less time.

What Is Our Time-to-Fill By Employee?

How Many Job Orders Do Employees Have In Their Pipeline?

Where Is The Weakness In Our Placement Funnel?

How Are Our Bookings Trending Over Time?

How Many Opportunities Do We Win And Lose?

What Is Our Time-To-Fill By Employee?

Weekly Monthly

Review

How Are My Employees Performing Against Their Goals?

How Efficient Are My Employees’ Activities?

What Does Our Pipeline Look Like Today?

How Much Have My Employees Booked?

How Accurate Is My Data?

Interested In Automating The Answers To These Questions?

About InsightSquared

InsightSquared provides easy-to-use revenue boosting sales and marketing analytics for staffing and recruiting companies. Our Software-as-a-Service (SaaS) product lives in the cloud, so it can be up and running in a matter of days and you don’t need to license expensive software, invest in new hardware, or employ dedicated IT and analytical staff to use it. In short, we provide the million dollar insights you need to make more placements in less time.

Contact Us

160 Second StreetCambridge MA, 02142(617) 370-8100

info@insightsquared.com

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