To increase awareness about BigShyft amongst the recruiter community and get them onboarded we can do the following:
- HR events in collaboration with enterprise HR solutions (KekaHR, Naukri, AmbitionBox)
- Recruiter recognition program (to create FOMO)
- Launching a recognition program that celebrates top-performing recruiters on BigShyft, highlighting their achievements, successful placements, and positive feedback from candidates
- Showcasing these recruiters on the BigShyft website, social media, and industry publications to inspire others to join and hire from BigShyft
- Tech recruitment playbook
- Creating a tech recruitment playbook in consultation with industry experts and seasoned recruiters, then giving it out as a freebie to later target them to try out bigshyft via email campaigns
- Public analytics dashboard
- This would purely be something that would be good to have or ‘interesting’.
- It would not necessarily translate into signups or show up in search engines, however we assume that recruiters would share this with their other recruiter friends, thus getting organic discoverability & increasing trust on the BigShyft candidate pool
- Sample stats can include
- Job posting analytics
- Number of job postings per category or role
- Average number of applicants per job posting
- Average time-to-fill for job positions
- Candidate engagement metrics
- Candidate response rate
- Average time taken by candidates to respond to job openings
- Job listing engagement
- Number of views per job posting
- Click-through rates (CTR) on job postings
- Average time spent by candidates on a job posting
- Time to hire
- Average time taken to hire for different job roles
- Time-to-hire trends over a specific time period
- Diversity and inclusion metrics
- Diversity representation in the candidate pool
- Success rates for diverse candidates in the hiring process