An actionable ratings system is a critical component of a successful online marketplace to encourage trustworthiness and guide proper marketplace behavior. A cornerstone of Scout’s unique Marketplace Recruiting approach is the ability of market players to evaluate and select the market partners best suited to their individual needs. One way this is accomplished is through the unique Scout Rating system, which evaluates employers, employer recruiters, and search recruiters on the basis of their past performance within Scout.
Scout Ratings help employers and employer recruiters gauge the potential success of search firm recruiters in placing candidates. Recruiters, in turn, can assess the responsiveness of employers and employer recruiters before engaging with them. Scout Ratings assure maximum engagement of all parties and assure that only the highest quality candidates are submitted.
Scout’s unique, comprehensive rating System includes 2 distinct ratings:
- Employer Recruiter Responsiveness Rating
- Search Firm Recruiter Rating
Employer Recruiter Responsiveness Rating
The Employer Recruiter Responsiveness Rating reflects the job owner’s responsiveness, based on the rate and timeliness of his or her dispositioned candidates and the completeness of the job posting information.
How the Employer Recruiter Responsiveness Rating Determined?
Ratings are calculated on the basis of:
- Rate of dispositioned candidates against all submissions excluding expirations due to job closure or activity on jobs where job listing owner was changed.
- Timeliness of response. The sooner a job owners accepts or rejects candidates, the more it positively impacts the rating.
- Job Completeness, as indicated by the breadth of “Tell Us More” question responses for each job posting. The more questions a job owner completes, the greater the impact on or her rating.
How Can Employer Recruiters Improve Their Ratings?
- Prevent candidate expiration. Expired candidates send a message to search firms that the Employer is not really interested in filling that job. When managing large volumes of candidates, we recommend using the “Pause submission” feature to manage candidate flow and avoid unintended candidate expirations. Remember, a paused submission prevents search firms from submitting new candidates and causes pending candidates to expire if they haven’t been properly dispositioned.
- Disposition candidates quickly. The faster pending candidates are dispositioned, the more positive the responsiveness rating is likely to be.
- Complete all relevant “Tell Us More” questions – The more information provided, the better. This increases the likelihood that search firm recruiters will submit candidates that are better matches for open positions.
To learn more about the ratings, click here to view or download our “Scout Ratings Frequently Asked Questions” document.
Scout Search Firm Performance Ratings
Search Firm Recruiter Performance Ratings measure the quality of service a recruiter delivers to employers by comparing an individual recruiter’s success placing candidates with that of their peers. A higher rating suggests that the individual is more likely to succeed in submitting acceptable candidates than his or her peers.
How are Search Firm Ratings Determined?
Search Firm Ratings are automatically generated by the Scout Machine Learning Engine, which factors a range of data points, including quantity of candidate submissions, acceptances, and rejections relative to peers in similar scenarios on the platform. The system also normalizes the data to account for non-controllable factors such as whether or not a search firm is a Preferred Provider and the timing of candidate submission relative to job posting date.
Scout automatically generates two distinct Search Firm ratings: Overall Rating and Job Category Rating.
- An overall rating reflects a Search Firm Recruiter’s aggregate performance across all job categories for which they’ve submitted candidates. A Search Firm Recruiter may qualify for an overall rating without being eligible for a Job Category Rating.
- A Job Category rating reflects a Search Firm Recruiter’s performance within a single job category. To qualify for Job Category Performance rating, a search firm recruiter must have a sufficient number of actively disposed candidate submissions to jobs within a specific job category during the previous 90 days.
To qualify for Job Category Performance rating, a search firm recruiter must have a sufficient number of actively disposed candidate submissions to jobs within a specific job category during the previous 90 days. If this minimum is met in more than one of Scout’s Job Categories, a recruiter will have a Job Category rating in addition to an Overall rating.
How Can Search Firm Recruiters Improve Their Ratings?
Search firm recruiters can positively impact their ratings by submitting the highest quality candidates possible to employers, submitting to jobs related to their specialtIes, clearly articulating how candidates match job requirements, and actively searching for employer postings that match the qualifications of their candidates.
Scout Rating Scale
Scout employs a graduated scale to rank recruiters. A recruiter rated 3 and above is considered to be a “top performer”:
1 – Needs Improvement
2 – Fair
3 – Good
4 – Very Good
5 – Excellent