Metrics are used to measure performance and make decisions. Common staffing metrics include time to fill a position, acceptance rates, and turnover. When identifying metrics, it's important to consider how they align with business objectives and can be feasibly tracked. Prioritizing metrics involves evaluating their alignment, quality, and feasibility of measurement. An effective recruiting dashboard displays the most critical metrics in an actionable format.

1. Metrics

2. Metrics
• Metric - a method of measuring something, or
the results obtained from this.
• Used in making decisions and comparing things.
• Types of Metrics
People
Process
Tools

3. Considerations
• What you are trying to measure
• What are your norms and goals - Baseline
• Who, What, When, How or Why behind data
• For people metrics – do they have at least 50%
control over outcome
• Recruiter Dashboard or Scorecard

4. Staffing Metrics
• Time to Fill
• Time to Accept
• Time to start
• Time in each step of the process – source,
screen, HM screen etc
• Offer accept rate
• Interview to offer ratio
• Sourced to screen rate
• Screen to HM rate
• HM to F2F rate

5. Staffing Metrics 2
• Accept to start rate
• HM sat score
• Recruiter sat Score
• 1 year rate
• 3 year rate
• Candidate sat score
• Cost of hire
• Source of hire
• Candidate turndown reason – with draw, says
no

6. Staffing Metrics 3
• Hires
• Hires within salary range
• Hires with salary exceptions
• Market skills analysis
• Turnover rate
• Turnover cost
• MORE!!!

7. Identify and select Metrics
• Step 1— Identify and Prioritize Critical
Business Objectives
• Step 2—Select and Prioritize Recruiting
Metrics
• Step 3—Create an Actionable Recruiting
Dashboard

8. Identify and Prioritize Critical Business
Objectives
• What are your top three to five short-term, mid term
and long-term business objectives?
• Why did you choose each business objective?
• What is at stake if each business objective is not
met?
• Tie in to recruiting
Example
Increase customer base for business offering (Bus Objective)
Core value – invest in needed resources (Category of Objective)
Increase hiring demand (recruiting implication) Example Metric Hires

9. Prioritizing Metrics
• Alignment—Does this metric directly or indirectly align
with business strategy? Measure metrics that are
directly associated with business strategy rather than
metrics that are easiest for the organization to track.
• Quality—What is the quality of the metric? Look at
whether the quality of the metric is objective or
subjective, and the more objective the metric, the
higher its rating. Also determines if the metric is
quantitative or qualitative and predictive or
descriptive. Metrics that are more qualitative and
predictive receive a higher rating.
• Feasibility—What are the resources and costs
associated with tracking the metric? Metrics more
difficult or costly to implement receive a lower rating.

10. Example
• The next slide shows an example of a Criteria
and rating scale for prioritization of Metrics

12. Recruiting dashboard/scorecard

13. Dean Da Costa, SP, TSIP, STIL
The Search Authority
http://www.linkedin.com/in/deandacosta
http://thesearchauthority.weebly.com/
searchauthority@comcast.net
206-214-5337 Mobile
253-520-3305 Office
“Helping people connect with their destiny”
Top 25 Must Read Blogs for Recruiters #12
http://hr.sparkhire.com/human-resources-news/spark-hires-top-25-must-read-blogs-for-recruiters/
2012 HRE #1 most influential Recruiter
http://www.hrexaminer.com/lists/online-influence-recruiting-2012-v5
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