TalentFier

Stop wasting your valuable team time with non committed or disqualified applicants

one of the key benefits of pre hiring assessments is to save hiring time and cost



TalentFier

Thanks Petroleum Services for trusting TalentFier pre hiring assessment services, and using it in your hiring process

Wishing you more and more success

The assessment tests guide you with indications of each applicant skills & capabilities, so you can take accurate hiring decisions in almost no time with far less cost!
Try it yourself, visit: www.talentfier.com

How good was your last hiring process?
If you can't evaluate in numbers, well, it's a problem!

In this post article, we will help you to evaluate your hires through 6 metrics to assess your talent acquisition's effectiveness:

1. Time to Hire:
This metric is all about tracking the speed with which good candidates move within your hiring process once they’ve applied, allowing you to analyze a recruiting team’s performance.

2. Cost Per Hire
The cost per hire is a central topic when it comes to calculating and managing the recruitment budget. To calculate the cost per hire you need to sum all internal and external recruiting costs and divide them by the total number of hires.

3. Qualified Candidates Per Opening
This KPI is more meaningful than the number of applicants because it shows recruiters how good the candidates they’re attracting are. To calculate the qualified candidates per opening you simply need to divide the number of candidates selected for an interview by the number of candidates presented to the hiring manager.

4. Quality of Hire
Hiring quality employees means less turnover, more productivity, better culture, and greater overall success for the company. s quality is quite hard to evaluate, some quantifiable recruitment metrics can be used instead, such as new hire performance metrics, turnover, retention metrics,...etc.

5. Offer-Acceptance Rate
The percentage of job offers accepted is a good indicator of how well your hiring practices are working. And here is a tip: always use a survey to inquire candidates about the specific reasons behind their refusal.

6. Satisfaction rate
Although this metric often gets ignored, satisfaction ratings allow you to know how candidates are experiencing your hiring process. To measure it you can use surveys of candidates and new hires. This metric is essential to understand what may be causing high numbers of interview cancellations, no-shows, or high turnover rates in new hires.

Did you ever use any of these metrics before?
If yes, share with us your experience!

Did you ever wonder what the biggest mistakes that a recruiter can make?! We can tell you what similar recruiters said!

According to HR professionals and recruiters, the top 3 most expensive hiring mistakes are:

1. Choosing poorly in the hiring process.
Choosing the wrong applicants can cost you a lot: a hand-over process, inefficient work output, and later on, another complete hiring process!
Fortunately, there are dedicated tools that can help you to figure out the best applicants for each job to AVOID this mistake.

2. Not tracking why candidates say “no”!
Many recruiters spend countless hours and budgets finding the perfect candidate. It’s a frustrating (and expensive) experience that leaves them wondering what went wrong!

Then, what can you do?
Track the offer acceptance rate! It can give hiring teams insight into what’s going on and why it's going that way..

3. Not knowing where hires are coming from..
As you should track why your candidates leave, you should also track where they come from.
Knowing the source of your most successful hires can save a lot of your hiring costs and time.

How did you know your best hiring sources?
Simply, track the effectiveness of each sourcing channel..

You can find both the tracking formulas in the comments. Yet, if you need help with applicants' filtration and selection processes, you need to check our services: www.talentfier.com!

For more information, we're looking forward to hearing from you!

According to research, 78% of recruiters who use ATSs report an improvement in the quality of applicants they hire. However, data shows that top prospects only remain on the market for 10 days!

Because of this, relying solely on the ATS is insufficient; you must evaluate your applicants more quickly to identify the best candidates before they are lost.
Learn more about the pre-employment test, visit us now: www.talentfier.com

Hiring software engineers?
Choose from +25 different assessment tests, evaluate your hires, and close your hiring funnel with the best candidates!

Enjoy your free trial: www.talentfier.com

Ever consider why it's essential to employ those with good critical thinking abilities?!

In TalentFier, we offer you a wide range of critical thinking assessment tests like Logical Reasoning, Analytical Reasoning, Cognitive Ability, and more. Sign up now to enjoy our tests packages FREE: https://talentfier.com/sign-up

The ideal candidates are about to come your way!
Choose from +25 different assessment tests, evaluate your hires, and get a summary for the best results to close your hiring funnel..
Sign up now: www.talentfier.com

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Acquiring new talents? hereby 7 qualities to look up to in your top talents! Which one do you agree with the most?

As an HR specialist hiring for a software position, you must consider that programming depends on not only typing codes and commands but also the way of thinking. That's why the pre-employment assessments include critical & analytical thinking tests.

In TalentFier, we offer you Analytical Reasoning, Logical Reasoning, Cognitive Ability tests, and more!

Contact us to know more 📩..