We Built the Recruitment Metrics Bible So You Don’t Have To.
This week in the Holistic Recruiter Club#034
The Two Tired Dads are Back For 2025 with a Free Tool For You to Play With
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So we did a thing!! We took our idea to help the TA and HR community!
The idea was to try and find a common language across the industry so we can truly become data driven recruiters! And oh so much more, this is just v1!
We had so many people help us out so far but this is just the beginning! And a big well done to my partner in crime
The round-up of the tool release full Launch Event is here! Tell us what you think!
We are also looking for sponsors for this year’s Two Tired Dads show, so if you know anyone who is looking for opportunities like that, please pass our events@getpresage.com email on to them :)
How to be a recruitment detective using data
For this weeks recruitment in story telling we are taking a real use case from Léon Aubert who looks after recruitment as the sole recruiter for Columbia Sportswear Company . This is a format I want to try for a while so please let me know if you like it, and if you’d like to participate get in touch.
I wanted to apply what we have learned over the last few weeks so here goes:-
This week’s recruitment detective spotlight is on Léon, a Senior InHouse Recruiter, and solo operator!
Lets start by setting the scene
Act 1 The Context
Léon had a hunch, he could feel it in his gut.
It felt like forever to get interviews booked in. Candidates were getting stuck between steps. His gut told him something was off, but the data didn’t back it up… because the data didn’t even exist!
So, like a true detective, he rolled up his sleeves, cracked open a good old spreadsheet, and started manually tracking time from job posting to first hiring manager interview.
Spoiler: it was rough and ready! But perfect for his needs
Act 2 Conflict
So what did he discover on his detective journey? A ghost, not of Christmas past but of unscheduled hiring managers.
There was a hole between recruiter phone screen and hiring manager interview. Momentum started to evaporate. Candidates drifted and left the process, even feeling a bit in limbo. Léon knew now that the longer the gap, the worse the candidate experience and longer the time to hire!
He had a choice: chase hiring managers by pleading to them … or take control.
Act 3 Resolution
Instead of waiting around, Léon took the authoritative approach, he booked placeholder slots in the hiring managers’ calendars before sending over the shortlist.
He didn’t ask “When are you free?”
He said, “You’re meeting these candidates next week. It’s in your diary. You’re welcome.” Well maybe slightly kinder than that but hey who doesn’t love a bit of drama!
(And yes, he still gave context, summaries, and space to say no. He’s being authoritative, not a dictator and that’s a common mistake. Its ok to be authoritative, in fact I encourage it)
Act 4 Impact
Hiring managers weren’t annoyed. They were relieved.
Newer managers appreciated the structure. Some initially resisted, but the results were much louder.
Interviews happened faster. Decisions came quicker. Léon was no longer seen as a CV forwarding service, he was being seen as the elusive strategic partner.
Oh, and the metric Léon measures that most internal people do not: phone screens per hire. Why? Because eight screens for one hire is madness. Five is lean. Less waste, same quality.
Now Lets Take A Look At The Psychology Behind It
This was a a really great way of applying the psychology:
Remeber what we spoke about a few weeks ago? Well here is how Léon applied it.
• Framing: Léon framed himself as the expert. That changed how hiring managers responded and perceived him.
• Anchoring Bias: By controlling the first number (dates, candidates), he set the tone not falling into the ever-responsive role..
• Loss Aversion: Slower hiring means lost candidates. But so does lost trust and momentum. Can you see how he did that?
What does this mean for me? I hear you say. Great questions as always team!
Everything start with a hunch if you feel looking into it, dig into your data to prove or disprove your feeling, tell the story, and own the process. Don’t wait for permission. Set the frame. Book the slots (in Léons case anyway!)
You’re not just there to serve remember that!
Who’s up for next weeks feature? let me know in the comments
Recruitment Campaigns you may not have seen before
This fantastic recruitment video, “coincidentally dropped on April fools day” was absolutely brilliant. I’ll leave you to be the judges!
Thanks again for reading, everyone! I hope you enjoyed this and you got value from our cool new tool! Don’t foget to like and subscribe!