Historically we’ve tracked and measured hundreds of metrics in our customers’ hiring activities inside the SmartRecruiters platform. This year, we have distilled that number down to 15 metrics that have the highest correlation with the health and performance of talent acquisition organizations as witnessed by our previous analysis. 

These metrics reflect our customers’ hiring performance in 5 important categories: Hiring Team Engagement, Recruiting Team Performance, Candidate Experience Management, and Company Internal Engagement.

Additionally, we have focused on metrics that are least impacted by variables such as company size, industry, type of roles typically hired, size of hiring teams, etc. 1) For each award, we use a combination of 3+ metrics that measure different aspects to support the selection. 2) We normalize the metrics with interfering variables to prevent favoring any particular type or company size.  

The winners will be selected from customers with the best performance across those metrics from Jan 1, 2019, to Dec 31, 2019. 

Most Compelling Candidate Experience Award

Candidates say the No.1 frustration during the overall job search is the lack of response from employers. The Candidate Experience Award applauds employers who take the time to continuously communicate status updates to their candidates at all stages in the hiring process. The award measures three factors: the response rate to all applicants, the response rate to interviewed and rejected candidates, and the speed of the first response. 

Most Productive Recruiting Team Award

A recruiting team’s success requires a combination of timely hires and systematic pipeline management. Successful recruiting teams make more hires on time and manage their candidate pipelines with intention. The Recruiting Team Award measures three important aspects of recruiters: their ability to fulfill the companies’ hiring needs, their efficiency, and their management of the candidate pipeline. 

Most Collaborative Hiring Team Award

Hiring the best talent takes a tremendous amount of teamwork. The Hiring Team Award recognizes a highly structured, efficient, and collaborative hiring team. The award measures three important factors: the level of involvement from hiring team members, the robustness of the hiring process, and the efficiency of individual interviewers.  

Most Active Company Award

Achieving hiring success takes more than the hard work from talent acquisition practitioners. The Company Award is measured by three important factors that gauge company-wide involvement with recruiting: how successfully employees are engaging with internal opportunities, the relative size of active user base, and the product usage level and user feedback in helping us build a better product.  

And without further ado the winners for 2019!

Most Compelling Candidate Experience

1. Equinox

Equinox prides itself on being the best of the best when it comes to high-quality fitness clubs. With such a top tier customer experience, Equinox needed a way to create the same experience of excellence when it came to candidate experience. Equinox uses a decentralized system for recruitment in which local branch managers conduct their own hiring based on their requirements. This approach utilizes around 20 full-time recruiters supported by over 300 local hiring managers who also often carry out many other Equinox activities on a day-to-day basis. SmartRecruiters decentralized systems to enable Equinox to increase speed and communication between hiring teams and candidates. 

Home Instead DevoteamWipro Digital RLH Corp Colliers InternationalUncommon SchoolsDungarvinInternational SOSAllstate

Most Productive Recruiting Team

1. Public Storage

Public storage knows how important a productive recruiting team is to business success. With over 2,000 locations public storage needs to move quickly in order to meet the high growth demands of the company. Nathan Tan Head of Talent Acquisition & Workforce Analytics at Public Storage notes how velocity and cost metrics allow you to analyze whether the hiring processes in place are efficient and effective and adapt accordingly.

The Nature’s Bounty   WAREMAEvolution Gaming Uplift EducationArkadin  BlueScopeUncommon SchoolsLeidosAbercrombie and Fitch Co.

Most Collaborative Hiring Team

1. Astreya

Astreya understands the importance of hiring the right people and to get that done requires communication and collaboration across hiring teams. Priding itself on providing both its clients and employees with unwavering happiness, Astreya relies heavily on hiring collaboration in order to assure a robust and fast-moving hiring process. 

Marc Jacobs BlueScopeEducation Development Center Numberly City of Philadelphia Play OctopusJack Link’s Protein SnacksBroadridgeMerkle Inc.

Most Active Company

1. Visa 

 With over 19,000 employees in 2019, it’s no surprise that Visa deals with a massive volume of candidates. SmartRecruiters ATS allows them increased engagement and collaboration across the board. With a high rate of user adoption at Visa, hiring teams have been able to achieve fast turnaround rates that increases the offer acceptance rate.

Biogen IKEA BlueScopeSquareFireEyeMitieAmerican Iron and MetalThe Warehouse GroupExpeditors

The Methodology for Hiring Success 20 Awards is as follows. 

Most Collaborative Hiring Team Award

In Previous Report | % of Jobs with at least 1 Assigned Interviewer

Why: This metric reflects how structured the interview process is.

In Previous Report | Average Time to Complete a Review = from (the time an interview is completed) to (the time a review is entered)

Why: This metric reflects hiring managers’ efficiency at completing their tasks to move the hiring process along.  

In Previous Report | Average # of Distinct Users Involved Per Interviewed Application = (Total # of Distinct Users that are involved in Interviewed Applications) divided by (# of Interviewed Applications)

Why: This metric reflects the hiring team’s level of involvement and the robustness of the hiring process. 

New | % of interviews with ratings submitted 

Why: This metric reflects hiring team’s participation at completing their tasks to move the hiring process along.  

Most Productive Recruiting Team Award

In Previous Report | % of Candidates Moved Out of New Stage = (# of instances that were moved OUT OF NEW_STAGE in 2019) / (# of instances that were added INTO NEW_STAGE in 2019)  

Why: This metric reflects how well recruiters manage the candidate pipeline. 

In Previous Report | Completion Rate = (Positions where Target Start Date = 2019 AND Hire Date is not null)) / (All positions where Target Start Date = 2019)

Why: This metric reflects the recruiters’ ability to fulfill the companies’ hiring needs. 

In Previous Report | % of Positions Filled on Time = (Positions where Actual Hire Date = 2019 AND Actual Hire Date < Target Start Date) / (All positions where Actual Hire Date = 2019)

Why: This metric reflects both recruiters’ ability to hire and their efficiency (hiring on time). 

Most Compelling Candidate Experience Award

In Previous Report | % of Applicants Who Receive a Response that’s NOT (auto-reply OR automated candidate portal messages)

Why: This metric reflects the experience of all applicants in terms of the company’s responsiveness. 

In Previous Report | % of Rejected Candidates Who Receive Rejection Messages (only select candidates that have been moved out of New Stage)

Why: This metric reflects the experience of candidates that do not move forward to be hired, but have at least one personal interaction with the company.  

In Previous Report | Average Time to Reply to a Candidate = from (the time a candidate applied) to (the time a candidate gets the first response)

Why: This metric measures the experience of the candidates in terms of wait time. 

New | In closed job requisitions, % of candidates that are still in an Active stage (that are not moved to Closed stage)

Why: This metric measures the experience of the candidates in terms of closure and notification. 

New | % of abandoned candidates (defined as active candidates who have NOT been contacted)  

Why: This metric measures the experience of the candidates in terms of followup and closure. 

Most Active Company Award

In Previous Report | % of Hires that are Internal Candidates OR Referral = (# of Internal Mobility Hires + # of Referral Hires) / (Total # of Hires) 

Why: This metric reflects how actively and successfully employees are engaging with internal opportunities. 

In Previous Report | % of User Base that are MAU = (# of Users that are active within the last 30 days) / (Total # of User Accounts)

Why: This metric reflects how active the user base is on SmartRecruiters platform.

UserVoice upvotes and requests

Why: This metric reflects the employees’ product usage level and their support of getting us to build a better product.

Read more: smartrecruiters.com