Key takeaways
- Recruiting work is call-heavy and tool-heavy, so presence and meeting time say more than typing speed.
- Application rules let an agency classify its own tools, such as job boards and ATS software.
- Use workload data to balance requisitions across recruiters, not to rank them.
A staffing desk is busy in a way keystroke counters misread: phone screens, client calls, job boards, an applicant tracking system and a lot of waiting for replies. Staffing agency employee tracking works best when it measures presence and workload, not activity theatre.
Signals that suit recruiting teams
Daily attendance and punch times for each recruiter and coordinator.
Meeting time, so client and candidate calls count as active work.
Active versus idle patterns across the week, read alongside open roles.
Time spent in the tools the team actually uses, grouped by rules you define.
Classify your own tools
Application and domain rules let you mark job boards, the ATS and email as productive, and leave genuinely neutral tools alone. That is more honest than a vendor deciding for you.
Using the data well
Compare a recruiter's week with the number and difficulty of their open roles.
Look for overload as well as slack, since long days often mean too many requisitions.
Use the numbers to start a conversation, not to settle it.
Let recruiters view their own reports so nothing is a surprise.
Keep access tight
Recruiting teams handle sensitive candidate data. Roles and access control let you give each manager only their own team's reports.
See TIMO360 for HR and staffing, roles and access control and employee self-service reports.