{ "media_type": "text", "post_content": "Question for all in-house recruiters. How many hires are your onboarding on an annual basis? I’m crafting my resume to be able to quantify some of my accomplishments and was wondering if 98 new hires in one year could be a good thing to add or bad? I don’t know what to compare to since my previous company didn’t measure a lot of metrics and data points. Thanks in advance!", "post_id": "6239fdb37b4af4003225c510", "reply_count": 12, "vote_count": 2, "bowl_id": "5eb2e2f46ae7eb002afff8b2", "bowl_name": "Recruiters", "feed_type": "bowl" }
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Question for all in-house recruiters. How many hires are your onboarding on an annual basis? I’m crafting my resume to be able to quantify some of my accomplishments and was wondering if 98 new hires in one year could be a good thing to add or bad? I don’t know what to compare to since my previous company didn’t measure a lot of metrics and data points. Thanks in advance!

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I feel like this depends on 1) your overall headcount and 2) the company's turnover rate 3) retention rate 4) the kind of positions placed (front line vs. corporate; non-exempt vs. exempt)

For ex: 250 employees with a turnover rate of 45% and recruiter 1 placements = 35 but recruiter 2 placements = 96 sounds wonderful yes?

Dig deeper and find out that only 11% of recruiter 2 placements made it to 180 days. Potentially you could read that as horribly ineffective recruiting if all 96 were exempt corporate roles. OR say you're recruiting for a call center and your 11% are your team leads and there's some other systemic issue affecting retention of entry level Frontline workers.

Including metrics are great, and I'm not saying to include ALL details but don't include numbers you wouldnt be prepared to contextualize in conversation.

For your purposes if you hired 96 people figure out what % that is of the overall organization and include as:
- 2021: 96 placements, xx% of overall headcount. Including non-exempt & exempt positions for multiple departments and business streams.

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When i worked for agency we measured success by GP dollars, and while I always held 35-40k gp a month, that is still not incredibly valuable without describing the positions you recruited for, as well as the companies standards for entry.

For example, if you were hiring 96 SDE'S a year for any of the FAANG orgs, you would be considered a prodigy; however, if you were sourcing for desktop support or help desk, then 96 hires a year is awful.

The most important thing that to describe with great specificity when you're building your resume or when you are preparing for your interview is your achievements, your process, and the metrics you measure to determine your success. They want to know your process - not vaguely, but precisely, and they want examples of your creativity to find candidates that aren't in LinkedIn, since everyone knows how to put together inmails and spam candidates hoping it works out, or processing inbound applicants. What do you do that's different. Good luck!

helpful

I think it’ll vary so much depending on size of comp and team you support. Attrition, growth, extra curricular things you do etc.

Right now the team I support is looking at adding 20-30 people. Doesn’t sound like a lot but it’s a tough market and we have some niche skills/people we look for.

My last company I did that in a quarter and that was still technical but was in a much larger geographical area for leading investment bank.

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Agreed!! Thank you so much!

From where I sit at a smaller startup, volume doesn’t impress me as much as the types of roles and overall candidate quality, candidate experience, etc. It depends on the type of company you’re applying for- larger companies with tons of reqs, yes it’s important, smaller startups I wouldn’t place as much of a focus on that number as much as I would things like process and operational stuff, because it’s likely on a smaller team there’s not as much structure in place. Hope that helps!

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It really does. All helpful information. Thank you so much!

It depends...

I would make sure to clarify the types of roles you are filling, and how that number compares to your target/goal. Simply saying that you filled X number of positions may not be meaningful.

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So true. Thank you so much!

I think if you speak about volume, also talk about the candidate experience. Goes hand in hand and maybe touch on referrals of new employees- generally a good sign you’ve provided good experience

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That’s a reasonable number. Do mind that numbers are only half the story, what’s the success rate of those 98? What level they are at? What was the target number of hires? Did you exceed that target?

Maybe use % of requisitions vs round numbers? Like a previous comment it depends on the industry and positions your filling. If you were in the call center/BPO or manufacturing industries, that could be a low number, vs engineering and coding for a small firm it could be too many. But if you said something like “ filled 98% of all requisitions with 100% successful placement, and 98% retention after 12 months.” The amount would not be as relevant. Just a horse of a different color. Good luck in your search!

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