Recruiting ROI guide.

Recruiting ROI guide.
5 key questions to consider.
Gauge your need for a global staffing agency.
As the race to acquire top talent intensifies, companies find themselves spending more
money and time to make the hires that are crucial to their business. This problem is
even more pronounced when filling highly technical roles in fields such as engineering,
software development and IT. That¹s because people with these technical skill sets are
in tremendous demand today — and they’ll be even harder to find in the near future.
If your company is struggling to gain an edge in this very competitive technical market,
start by considering a large global staffing agency that has specialized engineering
and IT recruiting teams, like Adecco. We have the ability to deliver the talent you need
in a fraction of the time and — compared to niche recruiters — a fraction of the cost.
Am I ready for Adecco?
At Adecco, we have the resources and the experience to make
your hiring process more efficient and help you deliver greater
value to your organization. If you are considering partnering
with us to improve your recruiting ROI, but are still undecided,
ask yourself the following five questions:
1
Is my talent acquisition team able to focus on
all their open reqs — especially the tough ones?
Many talent acquisition teams have shrunk in recent
years, but their workload and their key performance
indicators (KPIs) — e.g., time-to-fill and the amount of
reqs filled — have not. This often causes them to focus
on reqs that are easier and quicker to fill, leaving
the more challenging (and critical) roles open longer.
If you are experiencing similar challenges, we can
alleviate some of the burden by recruiting those hardto-find hires. Our Adecco Engineering & Technology
team has extensive expertise in a range of highly technical fields and can help you fill your more specialized
open positions.
adeccousa.com/engineering-and-technical
2
How much does it really
cost my business to fill each req?
Preparing a hiring profile and posting online job ads
takes hours — and that’s the easy part. Once it’s time
to vet resumes, perform phone screens, schedule and
perform first and second-round interviews, the hours
a recruiter spends per req can stretch into weeks —
especially if the role is outside
that recruiter’s particular
area of expertise. When you add in thousands of dollars
worth of job board postings and the cost of tools like
LinkedIn Recruiter (which can easily run to $100,000
per year), the total cost
to your talent acquisition team
can become enormous.
In addition to internal recruiters, hiring managers must
take time to get involved in the hiring process. While
hiring managers’ participation is critical in making the
right hire, they must carefully balance their time in order
to avoid delaying other projects and losing productivity.
Plus, fitting interviews into their busy schedules can
dramatically lengthen the overall hiring process.
A longer time-to-fill doesn’t just mean wasted time and
revenue — it can even mean losing the open headcount
for
that hire altogether. According to Adecco Engineering
& Technology regional account director Steve Mogle, if
a position is open for two to three months, the business
may decide that the hire must not be that necessary
and will allocate the budget elsewhere. Mogle stressed
that this problem is particularly acute in areas such as
engineering, software development and IT. That means
shortening time-to-fill is critical for technical reqs.
If you find that your team is investing too much time —
or taking too long – to fill your open reqs, we can help
by shortening your overall hiring process. With hundreds
of thousands of candidates already in our network and
thoroughly vetted, teams of recruiters dedicated to even
your most challenging verticals, and a business model
that thrives on delivering exceptional talent in a fraction
of the time, we can decrease your time-to-fill, time-tostart and cost-per-hire.
adeccousa.com/engineering-and-technical
3
Is my team making the right hires?
Efficiency alone won’t solve your staffing challenges.
Making the right hires — not just the fast ones —
is critical to your business’s success, especially
when it comes to filling challenging reqs with rare
or in-demand skill sets.
With your talent acquisition team’s performance
at stake, making the wrong hire is something your
team — and your business — can’t afford. To avoid
taking huge losses on KPIs like first-year separation
rate, and hiring manager quality-of-hire satisfaction,
talent acquisition leaders should consider partnering
with an established staffing agency.
At Adecco, we partner with you to deliver talent that
meets your needs and fits your company’s culture.
According to Mogle, “We don’t send 10 or 15 resumes
per req. We’ll start by sending two or three and then
ask
for feedback. We provide a solution to a business
challenge, not just a body that meets the hiring criteria.”
Your business will get the talent it needs without the
disruption caused by poor performance and early
separation. Meanwhile, your talent acquisition team will
benefit from an improved new-hire high-performer rate.
How much can a bad hire cost you?
A worker who earns $62,000
annually and is terminated after
2 ½ years will end up costing
your business $840,000.
840,000
$
62,000
$
3 Hiring costs
3 Total compensation
3 Overhead
3 Disruption to operations
3 Severance
3 Missed opportunities
adeccousa.com/engineering-and-technical
4
Am I overspending for “niche” recruiting?
Some business owners and talent acquisition leaders
choose to use niche staffing agencies for hard-tofind hires — even if they already have an established
staffing supplier. This is due in part to the fact that
many general staffing suppliers can only deliver
low-level or very general candidates.
These niche suppliers, however, may charge markups
of up to 80 percent for in-demand hires — a rate
as much as 50-60 percent higher than general staffing
firms. And because many of these suppliers are
smaller organizations with fewer recruiting resources
and smaller talent pools, your time-to-fill with a niche
staffing agency can take just as long as running
a search internally — for a lot more money.
At Adecco, our specialized recruiting teams like
Engineering & Technology, Creative & Marketing, and
Medical & Science can fill your recruiting needs from
entry-level all the way to senior positions. With a database spanning hundreds of thousands of professionals
at all levels and recruiters with deep expertise in
their specific fields, we can provide exceptional talent
in a much shorter time frame, and at much lower
cost per hire.
5
Can I actually
see my
recruiting ROI?
All staffing agencies promise to deliver significant
ROI. But the best staffing agencies provide robust
and customizable reporting that offers valuable
insight into the metrics that matter to you.
At Adecco, we offer reporting as an integral part of
our service offering — weekly, monthly or even daily —
at no extra cost. This gives you visibility into your staffing
spend and hiring efficiency for each req. If you’re on
a PO, we can show you the annual spending and
hiring projects to help you forecast.
In addition to reporting, we also can manage a variety
of workforce initiatives, including mitigation of regulatory
exposure, 1099 contractor vetting, and payroll and
tenure management. We can even manage your other
staffing suppliers.
If, by asking yourself these questions, you’ve realized that your talent acquisition team could use
some help to effectively fill all its reqs — or just a few challenging ones — consider working with us.
We’ll take the time to understand your needs, connect you to great talent, save you time and money,
and deliver ROI that you can see. For more information, please contact us today.
adeccousa.com/engineering-and-technical