Oh, “time to fill.” If you’re a recruiter, the very mention of this metric is enough to send shivers down your spine; after all, it’s been used for years now to beat recruiters into complete submission (and completing submissions).
For as long as I’ve been a recruiter – which, by the way, is longer than I’d like to admit – the concept of “time to fill” has been one of the most commonly leveraged baselines for assessing recruiter productivity and output; it’s also commonly utilized as a convenient crutch for building a completely biased benchmark to determine whether or not a recruiter is worth keeping.
In recruiting, there’s a need for speed; if you’re working for a third party, getting your fee often requires sacrificing depth of screening for expediency of submission, a devil’s bargain that most are willing to make (rightfully so, too). Read More
Everyone seems to be talking about candidate experience these days, and the noise surrounding this perennial talent
trending topic has become deafening, even though most of that banter ultimately falls on deaf ears throughout the recruiting universe.
I’m a little self conscious even writing about it; after all, no one needs another post on what’s become a pretty tired topic.
After all, I’m not sure anyone’s really an “expert” on candidate experience, but I’m damn sure that I’m by no means any sort of definitive authority on this subject. Read More
I received a note a few weeks back from Kris Dunn, who I have had the pleasure of knowing since he presented at recruitDC a few years back. I’ve always followed and admired Kris, and his partner-in-crime, Tim Sackett, but those guys are big time in my opinion. So needless to say I was a bit surprised when I got the note that they had selected me to be part of a collection they were promoting about the Top 20 Branded HR, Recruiting and Talent Management pros…AND I WAS ON IT. I’d have to say, that was a good day. Read More