Tag: Aligning HR Strategy

The Most Over Looked Metric In Recruiting

Which recruiting metric is most important to you?

This is something I am asked all the time and I generally go back to something I came across awhile ago. I have yet to find a better one…

“I am convinced that the most important metric and the only one I care to follow is; how long did the person I place stay with my client company? Are they still there, or did they leave? Were they promoted? Or were they Fired?”

Source: http://www.recruitingblogs.com/

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So, the metric we should be interested in improving is that of the success and tenure of our placements. How long do they stay? How well liked are they? How well do they fit in with the rest of the team? Do they get promoted? This is the true test of “Added Value” which is why companies hire recruiters.

I have hired over 150 people over the past few years and many of the best ones are still going strong, so we must be doing something right. 🙂

If you need help in your recruiting process, DMAIPH can help! My expertise with recruitment analytics makes me uniquely qualified to help you measure your most important requirement metrics.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

What Exactly Are Recruitment Metrics?

A general definition of recruitment metrics is something like this, “standards of measurement that HR and Recruitment professionals use to identify, analyze and present important information regarding the hiring process.” Recruitment metrics are extremely important in both assessing the effectiveness of the recruitment process and in looking at the ROI (return on investment).

Traditionally recruitment metrics focus on two areas; cost per hire and time to hire. They are both looking primarily at only the impact to hire someone.

However, those metrics generally do not include a multitude of important data points that decision-makers need to know. For example things like candidate satisfaction and hiring manager satisfaction can help determine wholes in a process.

You can also use recruitment metrics to optimize the hiring process looking at things like distance to work, difficult of commute, and demographic data on what schools and courses provide the best employees.

Another are you can draw psychometric data from for your metrics would be on things like work ethic, career decision-making and employee loyalty to see who is successful in your company so you can find more like them.

The types of metrics you can use in your recruitment process are practically limitless.

Based on a recent survey I saw on LinkedIn, If we use metrics correctly, they achieve the following additional benefits:

  • 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.

Does your recruitment process have actionable metrics that can drive data-driven decision-making?

If you are having trouble with your recruitment metric, connect with me and I’ll help you make sure you are measuring the recruitment metrics that are key to your business.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Recruitment Analytics… where both demand and need is greatest

Who’s left? > Reblog from one of my blogging heroes, Seth Godin.
http://sethgodin.typepad.com/seths_blog/2013/11/whos-left.html

This is EXACTLY why I have been able to run several successful recruitment analytics seminars in the past year. So many HR and Recruitment teams still approach sourcing talent like this…

“The classified section of the Sunday New York Times used to be more than twenty or thirty pages long. Now it’s down to one.

Part of this is due to the lack of new jobs in the post-industrial economy, but mostly it’s due to job listings moving online. I was fascinated to see some of the jobs in last week’s paper, and confess befuddlement at the thinking of those that ran them.

Here’s one, from Amazon, for a level II programmer in their New York office. Just a mailing address, no online method for contacting or applying. They’re using the newspaper to search for programmers unable to apply online, perhaps the best place to find this sort of programmer, but really, do they want them?

Or the ad from Paul, Weiss, a prestigious big law firm in New York. It’s the biggest ad on the page, and goes into a long, long list of requirements for the job–Magna Cum Laude from a famous law school, more than three years with one of their competitors, etc. Which high-powered New York lawyers are reading the last single page of newspaper classifieds?

And my favorite, an equally long ad for Deloitte that instructs the applicant to go to a website and enter a 15-digit code, including several “1”s, some “I”s and a bunch of letters and numbers. Almost unreadable in the paper, and hard to transcribe. More than a billion combinations… why not just enter NYT1124?

Lots of time and money being spent chasing the wrong people with the wrong ads.

My point, and I do have one, is that if your HR department is run by policies that were established a decade ago, worth a new look. And if you are serious, truly serious, that talent is your competitive advantage, please understand that the way you look for and sort that talent is the highest-leverage way you’ve got to increase what you end up with.”

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Simple Recruitment Analytics Exercise: Recruit your own Super Hero Team

Here is an example of simple exercise I sometimes include in my recruitment analytics trainings. It’s a good icebreaker/team builder that starts the conversation about how to measure the effectives ness of different roles in a recruitment process.

Situation: There is an asteroid about to hit the Earth. An evil super villain has  created a ray that is attracting the asteroid here.

You need to recruit a team of heroes to complete the following tasks

1.Stop the asteroid from hitting the earth.
2.Find the super villain and stop his ray.
3.Evacuate people from the impact zone in case you can’t stop it

Rules: You must pick 3 heroes and you must stay under budget on their “salaries”.

You can only spend 200 salary points total.

Superman –  150  JLA vs Avengers

the Hulk – 100

Batman – 75

Thor – 100

Wonder Woman – 75

Iron Man – 100

The Flash – 50

Captain America – 75

Green Lantern -50

Hawkeye – 25

Aquaman -25

Black Widow – 25

Hawkgirl – 25

Darna – 50

The discussion is always interesting and most teams come up with a different combination of heroes. Besides the lead in to recruiting, I also talk a lot about how when we recruit, we have to think about what appeals to our target demographic. Which in the case of most recruiting for the BPOs here in the Philippines means 18-24 year olds who like technology, games, super hero movies and anime. Trying to find creative ways to engage them and keep their attention is as big a challenge as any other one facing recruiters.
And for the record, the most common solution is just to hire Superman and save the rest of the money since he can handle all three tasks in a matter of seconds. 🙂
If your organization is struggling with recruiting and retaining talent like so many others are, then you need the equivalent of an analytics superhero to help you save the day.
HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.