Recruiting in the creative industry is all about sourcing exceptionally talented people. As such, much of the recruitment process involves discovering who the candidate has worked with, the campaigns they’ve been involved in. But in today’s world finding a large number of candidates from talent pool is not enough what matter is whether clients like the profile that have been forwarded to you or not. If a client doesn’t like the profiles of candidates that have been shortlisted by you then the whole process goes in vain. Then again you have to begin from the very beginning.

Therefore client interview ratio plays a pivotal role in the recruitment process. Shortlist Ratio is one of the tools which would define how effective recruitment process is. It is one of the key metrics in the recruitment process.

Client Interview Ratio is defined as the number of profiles of candidates sent to clients to the profile selected by the client for the interview.

Shortlist Ratio= Profiles shortlisted for interview / total number of profiles of candidates send to client

Shortlist ratio must be high as high shortlist ratio would increase chances of closing the position. High Shortlist Ratio can be achieved by sending more number of profiles. High client interview ratio can be achieved by sending quality profiles which increases the chances of cracking the position. So recruiters must find various ways through which he can locate a large number of appropriate candidates. Recruiters can make use of technology and latest software’s to make recruitment process more effective or in order to gain high client interview ratio. It’s very important for a recruiter to know about client’s interview ratio as it would give recruiter insight about what actually client is looking for and moreover it would give recruiter information about how many CVs they need to resource for a vacancy to secure multiple interviews. In the current market, many clients are looking for quality not volume; therefore having a low CVs sent to interview ratio should be your aim.

High CVs sent to interviews ratio can be achieved by

• Taking a detailed enough job specification. By through jd properly to understand clients requirement or to look out what the client is searching in the candidate.
• Thoroughly going through the resume of the candidate. After getting through JD recruiter must go through the resume of candidate properly to check whether the profile of candidate matches with the JD or not. If resumes are scanned properly chances of high client interview ratios are quite high.

Regardless of the market, you are in, securing multiple interviews on a vacancy will give you a higher chance of making the placement. As higher the number of candidates shortlisted for interviews higher would be the chance of closing the position sooner. Your ideal ratio of interviews to jobs will depend on your market. This ratio would help us to know whether we are moving in the right direction or not.

If you present a shortlist of four candidates and your client agrees to meet with only one of them, what goes through your mind? Are you just glad that your client is meeting with somebody? (Phew … at least you can put a tick against one of your KPIs for the week!) Or are you curious as to why the other three candidates didn’t make the cut? This is a really interesting ratio to monitor since if you find your clients are rejecting three-quarters of the candidates you shortlist, it might not be a case that you just have fussy clients. His directly means clients is not looking for the profile as per your search. He is looking for something else. It simply means you are moving in the wrong direction. Might possible if you keep going through the very same way you can lose your client. And even it would bring your business down. If your interviews to jobs ratio are low, have you justified why a client should give you interview slots to fill? Are you promoting your candidates in the right way? Does your client know how specifically your candidates will benefit then? So to sustain your business you need to keep client interview ratio high. So the resume is one of the most important things that can increase the chances of the profile being shortlisted for interview. Because the resume is the first thing that an employer would be interacting with. The resume must contain keywords as per job description.Because many companies filter incoming job applications through Applicant Tracking Systems, the odds are that if your resume doesn’t include the right combination of relevant keywords it will never be read at all. Read the job posting carefully and make sure that your resume includes the same terms that the employer is looking for. Remember, it’s not always the perfect candidate who gets the job and sometimes your client might need reminding of this. Don’t forget, that extra interview you secure may open up another vacancy which could mean two placements instead of one. CV’s sent to the candidate selected for interview ratio must be high to make recruitment process more effective. This ratio can be maintained by sending more appropriate profiles in good numbers. We need to find more appropriate ways through which we can find quality profiles. Having a lot of candidates in your pipeline is a great thing, but it doesn’t necessarily mean you are on your way to meeting your hiring goals. A key measure of initial quality is the ratio of candidates presented to the hiring manager to the number of candidates selected for an interview. Anything less than 75 percent selected (three selected for an interview out of every four presented) should be a cause for concern. Why aren’t candidates meeting the manager’s expectation? Was it a miss on the part of the recruiters? Was it a manager being overly selective?

Whenever the present-to-interview ratio is not at target levels, you’ll need to dive deeper to uncover what the problem may be. Recruiters need to solve these queries to achieve high client interview ratio and solution to these problems would bring success to the recruitment process.