This document outlines 10 important questions that staffing and recruiting managers should ask to gain key insights about employee and company performance. The questions address topics such as how employees are performing against goals, how efficient their activities are, what the current state of the pipeline is, how much business employees have booked, how accurate the company data is, how many opportunities employees have in their pipelines, where weaknesses are in the company's placement funnel, how bookings are trending over time, wins and losses of opportunities, and employee time-to-fill rates. Answering these questions provides visibility into areas needing improvement and allows measurement of progress against goals.

1. Must-Ask
Questions
for Staffing
& Recruiting
Managers
10

2. #1: How Are My Employees
Performing Against Their Goals?

3. This identifies how your employees
are performing in a given period of
time against their individual activity
goals. It shows employees’ progress
against their goals and helps them
visualize effort. It shows if goals are
reasonable and provides visibility into
specific areas that need coaching.
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5. #2: How Efficient Are My
Employees Activities?

6. This identifies your employees’ current
activities and their conversion ratios.
This allows you to track the efficiency
of each of your employee’s activities,
understand what activity level reaches
goals, and predicts future
performance.
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8. #3: What Does Our Pipeline Look
Like Today?

9. This identifies the state of your
pipeline by created date and by job
order importance. This enables you to
prioritize your team’s energy based
on effort, momentum, and job order
value. This way you can keep
opportunities moving forward and
maintain a clean pipeline for
forecasting.
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11. #4: How Much Have My
Employees Booked?

12. This identifies how well this month’s
placements are progressing by
employee. It enables you to identify
which employees are performing well
and hitting their goals. Additionally, you
can understand who makes the most
placements and the total value of
those placements.
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14. #5: How Accurate Is My Data?

15. This identifies how accurate the data
is that you use to run all of your
models, calculations, and reports. This
way you know if you can trust your
ATS data. You also can spot common
discrepancies in your data and quickly
amend them.
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17. #6: How Many Job Orders Do
Employees Have In Their Pipeline?

18. This identifies the number of
opportunities employees have in their
pipeline and in what stages their
opportunities sit. This helps you
understand which employees need to
generate more opportunities, which
need to focus on closing, and which
have too many opportunities.
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20. #7: Where Is The Weakness In
Our Placement Funnel?

21. This identifies the count and
conversion rates at each stage of your
placement funnel. This way you can
understand where incremental
changes in your process can have a
huge impact. You can see where
employees lose opportunities, and
you can understand the number of job
orders needed based on previous
conversion rates.
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23. #8: How Are Our Bookings
Trending Over Time?

24. This identifies whether your team is
winning enough business by total
placement value, number of
placements, and against their quotas.
This way you can set goals for your
sales team and measure against those
goals, you can determine if your
business is growing, and you can
understand your team more thoroughly.
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26. #9: How Many Opportunities Do
We Win Versus Lose?

27. This identifies wins vs. losses and the
value of those opportunities. This way
you can track employee performance
over time, gauge how you win/loss
rate changes as you grow your
pipeline, and use previous
performance as baselines and
benchmarks in the future.
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29. #10: What Is Our Time-To-Fill
By Employee?

30. This identifies the Time-to-Fill for
opportunities by employee by stage.
This way you know which employees
have the fastest time-to-fill and which
take longer, so you can identify areas
for improvement. This way you can
understand if business segments have
a longer time-to-fill than others.
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32. For more informative staffing content,
Check out the full eBook here.
Thank You!