Amy Horning, SPHR

Recruiting teams love data. Until it tells them something they don’t want to hear. You track time-to-fill, cost-per-hire, and maybe even candidate satisfaction. But are you measuring what actually impacts business outcomes? Three most overlooked recruiting metrics that separate top-tier hiring teams from the rest: ✅ Hiring Velocity Yes, how long it takes to fill a role matters. But how quickly do your top candidates move through the funnel? If your best candidates keep getting stuck at final approvals, you’re losing them to competitors​. ✅ First-Year Turnover Rate A great hiring process finds long-term fits. If 30% of your hires leave in Year 1, something is broken—in hiring criteria, onboarding, or culture fit​. ✅ Offer Acceptance Rate (OAR) If your OAR is under 80%, analyze your compensation, employer brand, and candidate experience. Losing talent at the finish line is the easiest fix—most companies ignore it​. Don't track more things. Track the RIGHT things. If your hiring process isn’t improving, you might be looking at the wrong numbers. Hit me up if you need help getting your data metrics where they should be. #peopleanalytics #hiringmetrics #recruiting

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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“If he really wants to work here, then $5K shouldn’t matter…” Yepp, if you've hired, you might have said something along those lines before. After weeks of sourcing, screening, and (honestly) interviewing more candidates than I’d typically recommend, they finally found "the one". I advised the VP of Finance that the Finance Manager had another offer on the table, and exactly what compensation would close the deal. I wasn’t guessing, I knew what would get it done and what we were up against. Well, what did they decide to do? They offered $5k less. Because “if he really wants to work here…” Listen, I totally get it. Your company is fantastic, and you are recognized as one of the best places to work. You have beautiful offices, great work-life balance, and free lunches. This all sounds lovely. But you risk losing top talent. After all the time, effort, and energy you’ve invested....over $5K? Not the first time I’ve heard this logic, and unfortunately, I doubt it will be the last. So what happened? The candidate went with the competitor. They rolled out the red carpet. They offered above their salary range, increased the bonus, and even sweetened the title. And they won. Ugh! If you’re serious about hiring exceptional talent, you have to treat them exceptionally. It’s like when they ask at Chipotle, “the guac costs extra, that okay?” Have you ever said yes and regretted it? Yeah, me neither.

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214 Comments

I'm going to say something that other staffing industry professionals may judge me for: Your entire delivery team does not need their own emails, their own phone numbers, or their own text message tools. I believe the future of high performing staffing organizations is to think more like software companies.  → Create a centralized inbox your team shares → Move to a single phone/SMS number  → A single WhatsApp  → A single email  → A single chat interface And collaborate - back each other up. → If Tommy is sick one day, those messages don't get lost in his inbox. → If a recruiter leaves, their relationships are no longer tied just to the person. → All around customer service is improved when you work together to serve clients and candidates as promptly as possible. And Bonus: You will save you thousands (sometimes tens of thousands) a year to not have all of these additional lines and inboxes. Some tools you can look into to accomplish this: Crisp IM Intercom Front Thoughts on this? I know it goes against common practice, but teamwork makes the dream work! 😁

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We talk a lot about candidate experience. But are we practicing what we preach? - Asking for CVs and duplicate applications - Using outdated documents to judge capability - Writing “competitive salary” and hoping no one notices 👀 Candidates notice. In fact, 91% of job seekers say transparency around pay influences their decision to apply. And 1 in 2 have quit a lengthy application midway because it felt like a waste of time. We can do better. → Streamline your applications → Ask for what you really need → Post your salary range This isn’t about trends. It’s about trust. Learn how to go skills-based and win the talent game. #HRLeadership #RecruiterTips #HiringWithIntegrity #SalaryTransparency #CVFree

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ATTN RECRUITERS - If you’re not making cold calls, you will be replaced by AI. Over the last 3 weeks, I’ve been interviewing candidates for an executive recruiter role at Benchmark Search. Out of a dozen conversations, I was shocked by how few have actually made real cold calls. Cold calling feels like a dying art. But it's the difference between great and good. -Yes, the calls can be awkward. -Yes, the rejection can sting. But when I get that one “yes”? It fuels me for the next few hours. It reminds me of a line I heard: "A good attitude doesn’t guarantee good results, but good results guarantee a good attitude." That’s cold calling in a nutshell. Staying positive doesn’t mean the call will go your way. But when you win, it changes your whole energy.

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Hands down, the hardest part about being a recruiter right now: Speaking to job seekers who expect you to have a book of clients you can introduce them to right away. Formal introductions in a market where supply outweighs demand don’t yield much success. It also feels like I’ve maxed out my informal referrals over the past 18 months…...feels like referral fatigue. It’s especially challenging for people at Director level and above, where there’s been a disproportionate amount of layoffs compared to new roles. It’s hard to see people, in many cases with a proper track record of leadership and execution, struggle even to get an interview. I don’t have the solution. But if you’ve been on the sidelines for a few months, the best advice I can offer is to start building something in AI to increase your literacy in the space. Most people I speak to are using ChatGPT for basic research tasks and little else. Use your time to build an AI Agent that tackles a real-world problem your ideal next employer is facing. Then show them in your next interview. The GTM org is in the realm of 'do more with less'. The higher your Technology Quotient (TQ), the more likely you are to find something soon. If you’re feeling this and want to connect, my inbox is open.

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