As an IT recruitment professional, your momentum never stops. Just as you’re closing one requisition, more are flooding your inbox. This leaves little time to stop and assess your processes. 

Unfortunately, many IT recruitment professionals are then led to reactive recruitment. The number of in-the-moment, urgent tasks take away your ability to focus on long-term goals. Generally, recruiters who are overtly reactive have poor relationships with hiring managers and third-party vendors. If this is you, you’re probably going to market every time a new requisition is opened. 

Reactive recruitment allows you to complete tasks. However, those tasks are completed with an immense amount of stress and frustration. Decreasing this stress starts with moving into a more strategic recruitment approach. The most effective way to do this is by understanding the latest IT recruitment KPIs and how they can improve your overall strategic processes. 

Here are the newest KPIs you must measure to become a powerful strategic recruiter: 

1. Quality of candidates from third-party vendors

Third-party vendors are powerful IT recruitment tools. But they often send more candidates than you can keep track of. In reality, you’re likely sending requisitions to more third-party vendors than you can count. 

Like with any tool, you must understand how it’s working for you. Increasing your knowledge helps you put third-party vendors to work for you in a more efficient and effective manner. 

Measure the quality of candidates you’re receiving from third-party vendors. Find out which have the highest successful placement percentages, which ones send you candidates with trustworthy documents, and identify those that have the most direct skills and qualifications your clients need. Use this information to narrow down the number of third-party vendor options.

2. Interviews booked from candidate nurture campaigns

You can’t hire the best IT candidates with every requisition you receive. However, allowing them to slip out of your pipeline results in lost time and money. 

Still, keeping them in your pipeline isn’t an easy task. They have specific expectations and potential hesitations after not being initially hired or moved through the recruitment process.

Look to your current nurture campaigns. Which methods work best and what areas do you need to update? For example, are candidates booking through email campaigns or social media? Also, does it seem more interviews are booked when you share specific company details over others? 

3. Candidates engaged by chatbots

Chatbots are definitely improving the IT recruitment process. They have the power to engage with candidates immediately, even when you’re not on the clock. You gain detailed information and answer common questions without spending time with a candidate. To increase chatbot efficiency, measure how well chatbots are engaging candidates in your funnel. 

The best place to start is determining if your responses are effective. Is there a specific point you recognize candidates drop the conversation? If so, dig deeper to see if it’s because the candidate found their answer, decided they weren’t the right fit for the role, or if they’re actually not receiving the information they need. 

4. Percentage of redeployment

Redeployment refers to the contractors you place on a new assignment after their current assignment ends. This directly impacts your clients’ time-to-hire and your own internal costs. 

Knowing your rate of redeployment helps you understand what contractors need to increase your numbers. Herefish, an automation platform for staffing firms, suggests measuring your redeployment rate by using the percentage of contractors placed after their current assignment ends. 

For example, if you have 10 contractors currently on assignment and redeploy 6 of those, your redeployment rate would be 60 percent. Keeping contractors on with clients helps both remain content and keeps top candidates out of competitors’ hands. 

The biggest trend staffing firms are using to improve redeployment rates is simple, but timely — personalized communication. Keeping your contractors in the loop increases trust and, in turn, loyalty. 

Of course, communicating with hundreds of contractors isn’t an easy task. Automation platforms focused on improving redeployment numbers, like Herefish and Sense, offer customizable redeployment workflows. You can reach multiple contractors at once, let them know their contract is coming to an end, and ensure them you’re ready to work with them to land a new role quickly.

5. Interviews booked by communication type

Candidate communication methods continue evolving and expanding. They receive text messages, social media messages, and emails from various recruiters. Many new tech devices even allow you to create templates that will automate these forms of communication. 

Before emphasizing one over the other, you need all the appropriate information. Consider this when measuring the effectiveness of communication types: 

  • What communication type booked the most overall interviews? 
  • Does communication success vary based on generation? 
  • Does communication success vary based on gender? 
  • How quickly are interviews being booked via different communication platforms?

In the not-so-distant future, you’ll see all of these — third-party vendors, nurture campaigns, chatbots, automation platforms, and new communication methods — fully take over recruitment. The effective measurement and combination of these will empower recruiters to focus solely on interviews. 

With sourcing, job board postings, and the resume review process out of the way, they’ll be fully enabled to host multiple in-person and phone interviews on a daily basis. Imagine a staffing world where your time is spent where you’re really needed — with top-quality candidates. 

What new KPIs are you measuring to improve IT recruitment success? Share them with us below!