5 Questions headcount365 answers for Recruiting Leaders

Recruiting Capacity: Do I have enough Recruiters?

headcount365 is the first talent leader workload management tool that visualizes recruiting capacity against hiring demand. We use time to fill data to plot offer dates on top of historic monthly fill data to represent each individual recruiter’s capacity. With headcount365 it's simple for talent leaders to communicate to their stakeholders, whether or not they are staffed to meet the hiring demand of the business.

Recruiting Performance: Do I have the right Recruiters?

headcount365 eliminates the need for spreadsheet based recruiter performance tracking. On top of objective performance metrics such as total fills, time to fill, and budget variance, we overlay considerations to tell a deeper story. Recruiting managers can now see the burden of an individual recruiter's workload with information like the number of high priority requisitions, average level of workload, and the number of changes to the requisitions a recruiter was working. headcount365 makes it easy for managers to reward the performance of their recruiting team in a consistent and objective manner.

Workload Distribution: How do I use external resources?

If you are in a Unicorn hiring environment where you have a linear hiring demand that matches your capacity month over month, you can skip to the next section. If you are like most companies, your hiring demand can be clustered and you are responsible for forecasting the use of external agencies to supplement your internal recruiting capacity. headcount365 highlights gaps in recruiting capacity, and presents the forecasted budget implications of an external resource. Recruiting leaders can easily forecast the cost of supplemental capacity for their executive teams to unlock recruiting performance. 

Financial Reconciliation: What is the budget impact of hiring?

headcount365 uses unique requisition IDs to automatically connect your applicant tracking system with Finance, eliminating the need for a spreadsheet based reconciliation process. We use the forecasted start dates of all requisitions on the hiring plan to forecast the money out the door this year. With a more accurate financial picture, recruiting can more deliberately use the savings from missed offer dates to supplement the recruiting resources needed to meet hiring demand.

Recruiting Timing: Hires on time

headcount365 is the first system to tell recruiting leaders whether or not the requisitions they’ve hired were delivered by the intended start date. By leveraging the platform’s built in intelligence recruiting leaders are now able to confidently know when a requisition should begin the recruiting process, delivering more consistency and on time starts. A recruiting leader can now more effectively support the business’s growth by delivering the hires managers need by the dates the business needs.