In today’s fast-paced hiring landscape, data-driven decisions are crucial for optimizing the recruitment process. At Kinetik, in partnership with ZooKeep, we have distilled four years of project feedback into a robust ATS metadata model. This model captures key data points that provide valuable insights for HR and Talent Acquisition (TA) teams. Here, we explore the essential data points and their significance in enhancing the hiring process.

Roles Worked

Description: This captures a list of roles worked during the engagement.

Value: Understanding the variety of roles previously worked on helps in tailoring recruitment strategies and identifying patterns or gaps in hiring practices.

Hiring Summary by Volume

Description: This includes metrics such as Approached, Interested, Screened, Assessed, 1st Interview, 2nd Interview, Drop Out, and Hired.

Value: Tracking these stages provides a clear picture of the recruitment funnel, allowing for the identification of bottlenecks and the optimization of each stage to improve overall efficiency.

Gender Mix (Outreach vs. Hired)

Description: This data point shows the percentage breakdown of gender in outreach efforts versus those ultimately hired.

Value: Monitoring gender mix helps ensure diversity and inclusion in hiring practices, which is vital for building a balanced and innovative workforce.

Brand Presence

Description: This measures the percentage of candidates who were aware of the company and interested in the opportunity.

Value: High brand presence indicates effective employer branding, which is critical for attracting top talent and reducing time-to-hire.

Interview/Hire Ratio

Description: Ratio of interviews conducted to hires made.

Value: A low ratio indicates efficient interviewing practices, while a high ratio might suggest a need to refine candidate screening or interview processes.

Offer/Acceptance Ratio

Description: Ratio of job offers extended to acceptances received.

Value: This metric highlights the attractiveness of job offers and helps identify areas where the offer process can be improved to increase acceptance rates.

Time to Hire

Description: Average time taken to complete the hiring process.

Value: Shorter time-to-hire periods are crucial in competitive markets to secure top talent quickly before they are snatched up by competitors.

Drivers

Description: Factors influencing candidate decisions.

Value: Understanding these drivers allows HR teams to tailor their value propositions to better meet candidate expectations and increase offer acceptance rates.

Average Salary Level (by Role and Level)

Description: Average salary for each role and level.

Value: Benchmarking salary levels ensures competitive compensation packages, essential for attracting and retaining top talent.

Average Increment by Function (by Role and Level)

Description: Average salary increment by function, segmented by role and level.

Value: This helps in planning for salary adjustments and ensures internal equity and market competitiveness.

% Changes Over Last 1 Year (by Role and Level)

Description: Percentage change in hiring metrics over the past year, categorized by role and level.

Value: Tracking these changes helps in understanding market dynamics and adjusting hiring strategies accordingly to stay ahead of trends.

Conclusion

Implementing a data-driven approach with a comprehensive ATS metadata model, like the one developed by Kinetik in partnership with ZooKeep, enables HR and TA teams to make informed decisions. Each data point not only brings transparency and efficiency to the hiring process but also ensures that recruitment strategies are aligned with market trends and organizational goals, such as driving employer branding, diversity and retention. By leveraging these insights, companies can ultimately, build stronger, more effective teams on a more sustainable basis.