What kind of results could I share in my entry?

Entering the SEEK Talent Acquisition Recognition (STAR) Awards in 2022? We want to help you create the best submission you can. Take a read through the tips below with your team to help you prepare your entry.
If you’re preparing an awards entry of any kind, demonstrating results is often key to creating a truly impressive submission that will catch the judges’ attention.
But it can be hard to know what kind of results to share and where to start. To help you, we’ve compiled a list of the types of results to include in your entry to the STAR Awards.
Here’s what to consider including, and why.
  1. Time to fill
    Reducing your time to fill rate shows that the improvements you’ve made have enabled you to increase efficiency.
  2. Candidate satisfaction rates
    If your candidates are satisfied (or thrilled) with the hiring process, this demonstrates that they’ve received a great level of candidate care.
  3. Time efficiencies
    If your strategy or initiative enabled you to save time, this demonstrates that you’ve made space to address other priorities and focuses.
  4. Cost savings
    If you’ve been able to save costs, this can demonstrate to the judges that you have improved the bottom line for your business or potentially found funds to invest into new initiatives.
  5. Driving more value for money
    If you have been able to achieve more with the same budget, this shows the judges that you have driven efficiencies in your strategies and initiatives.
  6. Retention rates from recent hires
    If you’ve managed to ensure that retention rates are high for new hires, this can indicate that you’ve been transparent throughout the hiring process and have found the right fit for the roles you are hiring.
  7. Diversity ratios
    If you have improved diversity ratios in your business through hiring, this can help to demonstrate how successful your diversity, equity and inclusion initiatives have been.
  8. Internal mobility rates
    If you have increased the percentage of people who move to new roles within your organisation, this can demonstrate success you have had in identifying and mobilising internal talent.
  9. Candidate perception metrics
    If you measure external candidate perception of your employer brand, this can help to demonstrate how your employer brand is improving in line with your talent acquisition initiatives.
  10. Quality candidate attraction metrics
    If the fit or quality of applicants for your roles is improving, this can help to demonstrate that your strategies and initiatives are reaching candidates with the right message.
  11. Referrals
    If you receive referrals from recent hires, this can help to show that they may have had a good experience throughout the hiring process and through onboarding.
  12. Engagement with careers page
    If you have seen an increase in engagement on your organisation’s careers page, this can help to highlight that your employer brand is building strength.
This isn’t an exhaustive list, just some suggestions and ideas that we hope will help you to prepare a great entry.
While you’re preparing your submission, be sure to check out the STAR Awards Categories and criteria page for more information that may help you.
We wish you the best for your entry to the STAR Awards!