How many candidate screens did your recruiters do last week? How many per recruiter per day?
It’s a top of funnel stat, right?
In a normal corporate TA shop, I would say it’s probably doable to get your recruiters to do 15-20 screens per day, given they aren’t sourcing all day as well. You have a job, you have resumes, you just need to screen. Don’t get me wrong, that will be a busy day!
So, what if I told you a corporate TA leader is getting 90-120 screens per day, per recruiter!?
I know, right!? Sounds like it’s way too good to be true. But, when you begin screening high-volume positions via text messaging, and you’re using a platform where you can message and reply to multiple candidates at a time, this becomes a very real thing! This is what Aegis did using Canvas!
So, this isn’t about being a Canvas commercial—we’ve talked about them before, and you can check them out. No, this is about what the limits of your TA team are. Do you even know?
We tend to measure what our team can do based on the baseline of activity of what our teams currently do. Well, my recruiters currently do 30 screens per week, so if I really pushed I might get them to do 40. What if 30 is 300% under what they really should be doing!? Or, what if 30 is 40% more than other TA shops in the same industry are doing?
I think it’s important to understand your own recruiting activity baseline, but you also need to understand what is the reality of activity in similar environments to shops like yours. If you know for a fact, you’re world-class, then measuring yourself against your baseline will work.
If you know for a fact you aren’t at the top of your game, you’re basically measuring yourself against a weak measure. So, even if you improve, you’re still probably below average.
So, what can you do?
Start networking with other TA pros and leaders in your market and in your industry. Establish some sort of a sharing relationship with this part of your network. Eventually, pick up the phone and talk with them. Maybe meet for lunch. Start sharing activity data with each other.
Will you be helping them? Yes. Will they be helping you? Yes! You will raise all boats. That’s not a bad thing. What is bad is having an underperforming team, that will always be underperforming because all you keep doing is measuring it against itself!
FOT Note: We here at FOT like to think we get talent and HR at a different level. At the very least, we are probably going to have a different take than the norm. So it made perfect sense to ask Canvas to be an annual sponsor at FOT, where they’ll sponsor posts like this one, allowing FOT contributors to write, without restriction, on all things related to using new and innovative ideas in recruiting, like using text messaging to interview candidates. If you find yourself thinking, “Hey, I should really look into Canvas!” then go do it, I think you’ll love the technology!
If you Google “Tim Sackett” you’ll find our Tim, and a truck driver chaplain. Our Tim is NOT the truck driver chaplain, although how awesome would that be if he was!? He is a prolific writer in the HR and TA space who just happens to also run an Engineering and IT contract staffing agency (HRU Technical Resources) out of Michigan. He also writes every day at his own blog, the Tim Sackett Project. Weirdly, he’s known as an expert in workplace hugging, which was kind of cool years ago, but now seems painfully creepy, but we still love him and he’s fairly harmless. Tim is also on the board of the Association of Talent Acquisition Professionals (ATAP), lifetime Michigan State Spartan fan, husband to a Hall of Fame wife, 3 sons, and his best friend Scout. He also wrote a book with SHRM called The Talent Fix, you can find it on Amazon.