If you have not gathered data about your hiring activities, consider doing so. I find it useful to see how well I'm doing. This is especially important if you can't find people and you want to know why.
For data about recruiting and selection, look at your different recruiting strategies, and for each strategy, record:
- Number of resumes you received from this strategy
- How many of those people you phone-screened
- How many of those resulted in in-person interviews
- Number of hires
Now, you can start to see which of your recruiting strategies worked well. You may still need more data: more junior or more senior candidates to see if a particular strategy worked better for different kinds of candidates.
In Hiring Geeks That Fit, I suggest you track data in a spreadsheet like this:
Now you can start comparing strategies for open positions. Remember, not all openings are going to be the same. If you primarily use Twitter for one position, and personal networking for another position, you are going to receive different number of resumes for the positions. Well, I suspect you are. You might even want to track the start and end dates for the time the job is open. It depends on what you want to learn from your data.
Data gathering is all about what you want to learn. If you think you will be hiring more people in a certain category of experience, gather data about that category. I'm not talking about tools and technology here, I'm thinking more about age. I was quite surprised when I realized that 20-somethings were looking on Craigslist for jobs, but they are. More and more hiring managers are telling me that they are finding technical people there. So, go there.
If you discover a particular hashtag or a combination of hashtags on Twitter is working for you for a particular level of experience—and this is not counting cultural fit—then note it in your spreadsheet.
Your recruiting strategies will only bring in resumes. They won't get you cultural fit. You still have to read the resumes. You still have to write ads that bring the right people in. But if you look in the right places, you have a much better chance. And, you have a shot of reducing your cost to hire and your time to hire.