Over the years we have spent the vast proportion of our recruitment pot in places where active job seekers would find jobs (job boards), however as active talent only accounts for a small percentage of the candidate market, we’ve had to seek tools that enable us to look further afield.
Increasingly we find ourselves looking to recruit niche or hard-to-fill roles so it has become imperative that we as a recruitment function, are able to offer strategic, evidence-based advise to our hiring managers and the business as a whole. It is this that lead us to adopt Horsefly talent market analytics.
We predominantly use Horsefly for two distinct reasons.
1) To create better relationships with our hiring managers.
2) To influence our marketing and outreach to candidates.
Working with Hiring Managers
We have a centralised recruitment budget and generally, our Hiring Managers are unaware of the cost per hire. Naturally, this means we need to be authoritative and evidence-based when we explain the market to HMs throughout all stages of the recruitment process, from job spec – marketing strategy – onboarding.
Horsefly has given our team credibility allowing us to become strategic influencers within the organisation. Since we adopted the tool, we have already seen stark changes in our recruitment function. Particularly, the university has become more accepting of using market-based pay for some roles as they now understand the true market value of the roles we are trying to hire. This had previously never been on the table and has meant that we have been successfully able to shift how we think about pay and how we pay, in order to find the premium talent we need.
Marketing and Outreach
Horsefly allows us to know the context in which our role as it stands, sits, and we can make recommendations to our managers on the best way to target talent and market that role. Do we need a headhunter? Do we need to do some direct marketing? Or are we ok to float this in front of the active market?
Once decided on our route to market we then use it to make further decisions along the way, for example around content marketing; Where are we targeting? How are we targeting both passive & active candidates? How we can reach people that haven’t done this particular job title before despite them holding many of the valuable skillsets we require? Are we using appropriate language?
Embedding Horsefly into our recruitment function
We find Horsefly intuitive and easy to use so overall it takes minimal time to access the data we need, for example; last week I used the software to export data on 3 different roles which perhaps took me 20-30 minutes per role to i) search ii) understand and interpret the data, and iii) present my findings and suggestions to my hiring managers.
Initially, we used Horsefly to explain challenges and suggest solutions to Hiring managers when we had hard-to-fill roles, but now our Hiring managers come directly to us requesting reports before they create their job specs, so its value is felt throughout the organisation.
We very much look at the whole recruitment cycle when we invest and Horsefly is an important part of this for now and the future. As data intelligence informs our work intrinsically we embed Horsefly into our annual HR budget, as a fixed cost contract. The whole package offers better value for money than other resources we have looked at.