This document discusses metrics for measuring recruiting performance and return on investment. It defines metrics as quantifiable measurements that can be compared to benchmarks and encourage behaviors focused on candidate quality and ROI. Traditional metrics like cost per hire and time to fill are criticized for not accounting for candidate quality. New metrics proposed include sourcing channels, recruiter efficiency, acceptance rates, candidate satisfaction, manager satisfaction, quality of hire, and efficiency ratio. These metrics better support business objectives by focusing on candidate quality rather than just cost and speed. Sample surveys and dashboards for tracking various metrics are also presented.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
HR is being looked as a key business function and no more a support function, responsible for delivering its contribution towards achieving business results. Presenting here my comprehensions of different facets of HR.
Its almost a prerequisite to ask "Why" we are doing " What" we are doing. This way we define 'value' to be delivered before we plan execution. So this value proposition starts with why followed by what & how. The last column gives expected business benefit out of what we do and how we do it.
Let me have your feedback to enhance it further.
Regards,
Prashant
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing ...Glen Cathey
This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.
Planning for Success: Setting Your 2018 Recruiting Metrics and KPIs StrategyTeamable Software
Today’s talent acquisition teams are operating in a demanding environment. Unemployment is at a historic low and the competition for skilled professionals exceeds supply. To be successful, recruiting organizations should be lean and structured while focusing on process, measurement, and communication.
Shauna Geraghty, Head of Talent at Talkdesk, shares how her team defines their analytical strategy by measuring:
Efficiency - funnel and hiring metrics
Effectiveness - hire quality, referrals, and manager feedback
Candidate Experience - candidate feedback and new hire surveys
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
HR is being looked as a key business function and no more a support function, responsible for delivering its contribution towards achieving business results. Presenting here my comprehensions of different facets of HR.
Its almost a prerequisite to ask "Why" we are doing " What" we are doing. This way we define 'value' to be delivered before we plan execution. So this value proposition starts with why followed by what & how. The last column gives expected business benefit out of what we do and how we do it.
Let me have your feedback to enhance it further.
Regards,
Prashant
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing ...Glen Cathey
This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.
Planning for Success: Setting Your 2018 Recruiting Metrics and KPIs StrategyTeamable Software
Today’s talent acquisition teams are operating in a demanding environment. Unemployment is at a historic low and the competition for skilled professionals exceeds supply. To be successful, recruiting organizations should be lean and structured while focusing on process, measurement, and communication.
Shauna Geraghty, Head of Talent at Talkdesk, shares how her team defines their analytical strategy by measuring:
Efficiency - funnel and hiring metrics
Effectiveness - hire quality, referrals, and manager feedback
Candidate Experience - candidate feedback and new hire surveys
Why Your Competition Is Acquiring and Retaining Top TalentVisier
As unemployment declines, job seekers have the upper-hand in the recruitment process. Organizations are struggling to fill critical roles and at the same time, competition is fierce for top quality candidates. Talent Acquisition leaders are challenged to hire better and faster while ensuring that the right talent lands in the right roles.
In this SlideShare, learn how the following impacts not only the quality of your hire but their tenure in your organization:
- Investing in the candidate experience,
- Finding the right recruiting source,
- Knowing the employee lifecycle, and
- Incorporating diversity in the recruitment process
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
Recruitment process outsourcing case studies of true business impact.
Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful.
In this presentation you'll find pointers on:
1. How to identify the information needed to add value to the executive team and strategic vision of your organization.
2. How to connect business challenges to your talent strategy and show results.
3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.
Decoding Recruitment Success - Unveiling the Significance of KPIs in Talent A...IscalePro
With the help of our in-depth tutorial, demystify the world of Key Performance Indicators (KPIs) in recruitment. Examine the significance of monitoring KPIs for efficient recruiting, from improving decision-making to guaranteeing economical hiring. Find out about various recruitment KPIs and methods for ongoing development. Use deeper-than-surface information to boost your talent acquisition game. Explore the world of successful hiring with our analysis supported by experts. Learn more about iScalePro, your partner for hiring process optimization and skill assessment.
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
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Improving profitability for small businessBen Wann
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Recruiting metrics that support ROI
1. Recruiting metrics:
measurement tools for
today’s recruiter that
demonstrate return
on Investment SkillSurvey Webinar Series
Presented by:
Stephen Lowisz
Author, Educator and Speaker
2. Understand what metricsare
and why we use them
Understand why traditional
metrics may not support today’s
business objectives
Understand how to measure
metricsthat drive desired
recruiter behaviors and outcomes
Review sample metrics
dashboards
In this discussion
You will…
4. Standards of measurement that
HR professionals use to gather,
analyze and present important
information regarding the hiring process.
They are used to make better informed
decisions in order to receive
the best return on investment.”
(NAS Recruitment Communications)
What are recruiting
metrics?
5. Steve’s definition:
A Quantifiable Measurement
that can be compared to established
benchmarks
and
encourages behaviors focused on
candidate quality and return on
investment (ROI).
What are recruiting
metrics?
6. Advance the relationship between
recruitment and the hiring managers —
align the RIGHT objectives
Provide credibility to the recruitment
department by displaying that they
understand the overall business goals
and objectives
Define what is important and expected
of each recruiter
Drive consistency in delivery of
recruitment services to the organization
Provide a platform to measure recruiter
accountability and performance.
What do recruiting
metricsdo?
If we use metrics correctly,
they…
7. Be actionable and predictive
Be consistent in what they measure
Be tracked over time in order to generate
internal benchmarks and analysis of
internal performance
Be open to peer comparisons*
Be able to drive recruitment behavior
focused on “quality of hire” and
“return on investment”
The Bottom Line:
What gets measured, gets improved!
The purpose and importance of utilizing
correct recruiting
metrics
Effective recruiting metrics must…
8. Why are most metrics wrong?
The Lesson is Simple….Metrics must
derive from and align with business goals and objectives.
Metrics selection should only occur after
understanding the needs the metric addresses.
Most do it backwards! We create processes
around the metrics we want to see.
Example: Continental Airlines
• Post Bankruptcy
• Initiative only to reduce cost
• Reward Pilots for reduced fuel costs
• Result – customer satisfaction fell
and they went to competitors
The purpose and importance of utilizing
correct recruiting
metrics
10. Cost per hireTime to Fill
more HR and a lot more transactional
Traditional Metrics:
Recruiter of the past:
11. Cost Per Hire:
• Only looking at initial cost and not the
long-term cost of hiring the wrong
candidate
• Does not account for “quality of hire”
• Does not consider the production the
candidate will/will not deliver
• Drives recruiter to “sell” candidates
internally
• Creates conflict between recruitment
and hiring managers
Recruiter of the past:
more HR and a lot
more transactional
Problems caused by
these
metrics
12. Time to Fill:
• Recruiter often manipulates ATS system
• Recruiter focuses on “lowest hanging fruit”
• Recruiter focuses on “filling the seat”
faster and cheaper, not better
• Focus is on immediate cost of vacancy, not
Long-term cost of greater turnover % and
additional recruitment costs
Recruiter of the past:
more HR and a lot more
transactional
Problems caused by
these
metrics
Recruiter of the past:
more HR and a lot
more transactional
14. What is changing?
CandidateTrends
Recent economic uncertainty
has made employed talent more
passive and less likely to switch
employers
“My job isn’t great, but I’d rather stick
it out here than be last in - first out
somewhere else”
Percentage of new hires rated above
average has fallen significantly over
the past year
The percentage of very passive
talent willing to switch for better pay
has decreased significantly from
2006 - 2010
New hire satisfaction with the
recruiting process has fallen
significantly over the past year
15. Metrics focused exclusively on time to fill and
cost per hire have created conflict with the
business and potential candidates.
The profile of today’s recruiter needs to
dramatically adjust to support the needs of the
business.
What matters most to business leaders is not
always in line with what matters to recruiters
and their leaders.
Regardless of intent, recruiting metrics drive
specific recruiting behaviors.
What is changing?
The Conclusion:
18. Develop and maintain a function capable of
identifying and recruiting qualified candidates
who have both short term and long term
impact on the organization — CANDIDATE
QUALITY
Provide a level of service that would be
considered “priceless” while driving down cost
and increasing return on investment
Key performance indicatorWhat do our leaders want?
20. • SourcingChannels
• Recruiter Efficiency
• Acceptance Rate
• Candidate Satisfaction
• Manager Satisfaction
• Quality of Hire
• Efficiency Ratio
Results-producing
Key Performance Indicators
Critical Success Factors
metrics and how to apply them
21. How to apply these
metrics:
• Difficult to track, difficult to define
• Source is only as good as the
recruiter who uses it!
•Track in ATS as source of candidate
• Report quarterly source of hire
•The percentage of new hires from each
defined candidate source
• Candidates should come from
multiple sources
• Using talent pools that are appropriate
for the position
• Active AND passive candidates
• Percentage per hire per source, with highest
on-the-job performance ratings
to measure:
Sourcing channels
metrics
22. Efficiency
ratio/acceptance rate
metrics
How to apply these metrics:
• Recruiter Efficiency/Acceptance Rate
• # Calls made compared to
# Return Calls
• # Return Calls compared to
# Candidates Developed
• # Candidates Developed to
# Candidates Presented
• # Candidates Presented to
# Hires
to measure:
23. • Phone call
• # of Calls Made 20 50%
• # of Calls Returned 10
• Screens
• # of Calls Returned 10 50%
• # of Candidates Developed 05
• Interviews
• # of Candidates Developed 05 60%
• # of Candidates Presented 03
• Offers
• # of Candidates Presented 03 42%
• # of Offers Made 1.25
• Hires
• # of Offers Made 1.25 80%
• # of Offers accepted 01
Results-producing
and how to apply them
Efficiency
Acceptance
metrics
24. How to apply these metrics:
Candidate Satisfaction
•The percentage of new hires who are
satisfied with the hiring process
Candidate Survey
• 4-6 Questions regarding process
• Scale of 1-5
• Positive experience improves
company brand and increases
referral rate
Results-producing
metrics
26. Candidate Satisfaction Survey
Lowest Rating = 0
Highest Rating = 5
Criteria Importance Rating
Number of interviews held 0 1 2 3 4 5 0 1 2 3 4 5
Scheduling and timeliness of interviews 0 1 2 3 4 5 0 1 2 3 4 5
Recruiter’s explanation of benefits 0 1 2 3 4 5 0 1 2 3 4 5
Length of overall recruiting process 0 1 2 3 4 5 0 1 2 3 4 5
Recruiter’s knowledge of position 0 1 2 3 4 5 0 1 2 3 4 5
Communication’s from recruiter 0 1 2 3 4 5 0 1 2 3 4 5
First day new employee orientation 0 1 2 3 4 5 0 1 2 3 4 5
Manager’s ability to lead and provide direction 0 1 2 3 4 5 0 1 2 3 4 5
Tools provided to complete job (computer, phone) 0 1 2 3 4 5 0 1 2 3 4 5
Job as described compared to actual position 0 1 2 3 4 5 0 1 2 3 4 5
Review of goals and objectives by manager 0 1 2 3 4 5 0 1 2 3 4 5
Recommend as a good place to work to others 0 1 2 3 4 5 0 1 2 3 4 5
27. How to apply these metrics:
Manager Satisfaction
• The percentage of managers who
are satisfied with the hiring process
Manager Survey
• 4-6 Questions regarding process
• Focus on key deliverables
• Communication
• Quality of Candidates
• Understanding of Goals/Objectives
of Position
to measure: Manager satisfaction
metrics
30. to measure: Candidate Quality
Why does it matter
metrics
• Greatest impact on the performance of each organization
• Financial Impact of poor candidate quality exceed twice the
candidate salary
• Quality is both specifications and performance
• Specifications answers the question: “Did we hire the appropriate
person?”
• Performance answers the question: “ Did that person actually
perform well in his/her job?”
31. to measure: Quality of hire
metrics
Quality of Hire Metric (6 Month Rolling)
PR – Performance Rating of new hire
EP – Employee Performance as a % of new employees
ER – Employee Retention of new hires after 12 month
N – Number of indicators used
QH = (PR +EP +ER) /N
32. Performance Rating:
• Average job performance rating of new
hires with at least 6 months of tenure and
hired in previous 12 months.
• Based on a numerical average.
• If based on letter ranking such as A, B, C,
convert to number and percentage.
• 10 new employees
• Average 3.5 out of 5.0 = 70%
to measure: Quality of hire
metrics
33. to measure: Quality of hire
metrics
Employee Performance %:
• % of new hires with at least 6 months
of tenure, hired in the past 12
months and meeting expectations.
• 8 of 10 are meeting acceptable levels
= 80%
34. Employee Retention %:
• % of new hires meeting expectations
and retained after 12 months.
• Same employees used in PR/EP
• 10 new employees/6 remain after 12 months
and meeting PR
• Average = 60%
to measure: Quality of hire
metrics
35. QH = (PR + EP + ER) / N
to measure: Quality of hire
metrics
Quality of Hire = (70% + 80% + 60%) / 3
QH = 70%
36. The Impact:
“One top notch engineer is worth 300 times or
more than the average. We would rather loose
an entire class of engineering graduate then one
exceptional technologist.”
Allan Eustace, SVP R&D Google
to measure: Quality of hire
metrics
37. The Impact:
• Google
o Average employee generates $1.3 million in
revenue.
o If the “Game Changer” produces just 10 times
more than an average employee’s performance
($1.3 million multiplied by 10).
o For every “Game Changer” Google hires it could
result in $13 million in new revenue each year!
o If that employee only stays 3 years, that is still $39
million in potential new revenue!
to measure: Quality of Hire
metrics
38. How to apply these metrics:
• Efficiency Ratio
• Is a more accurate measurement of
efficiency than cost-per-hire
• Takes into consideration that higher
paying positions are more costly to fill
• Includes differences associated between
compensation and candidate supply
• Includes candidate demand due to
variations in market, position level,
industry and geography
• Is the calculation of dividing the total
staffing (internal & external) cost by total
compensation recruited – 14.8% avg.
to measure: Efficiency ratio
metrics
41. Dashboard: Sourcing Metrics
Source: Building a proactive sourcing function to fill Critical Positions, Rob McIntosh, www.linkedin.com/in/robmcintosh
42. Question
“What are the things we need to be doing to increase the passive candidate initial response %?”
“What are we doing to help with efficiencies around active candidate screening to determine
quality earlier on in the process?”
Dashboard: Sourcing Metrics
Source: Building a proactive sourcing function to fill Critical Positions, Rob McIntosh, www.linkedin.com/in/robmcintosh
43. Questions
“Does the talent pool of the target companies
support business demand for the next 3 years?”
“At current pace we will exhaust target companies
talent pools?”
“Do we need to expand targets or revisit profile
requirements?”
Target
Compa
ny
Total
Candidates in
database
Total
Hires
% We
reject
Candidat
es
%
Candidates
reject us
% of
hires to
applicati
ons
A 337 21 67% 9% (16:1)
B 222 13 57% 8% (17:1)
C 135 13 70% 8% (17:1)
D 533 16 71% 10% (33:1)
E 351 8 74% 7% (47:1)
F 64 1 80% 1% (64:1)
Dashboard: Sourcing Metrics
Source: Building a proactive sourcing function to fill Critical Positions, Rob McIntosh, www.linkedin.com/in/robmcintosh
45. Recruiting metrics:
measurement tools for
today’s recruiter that
demonstrate return
on Investment SkillSurvey Webinar Series
Presented by:
Stephen Lowisz
Author, Educator & Speaker