Using a robust recruiting model can make you company more profitable. The ability to attract top talent is in direct proportion to the status of your company. If you do manage to hire a superstar will you be able to retain them? (more…)
The Evolution of Recruiting, a 4 part series
This is a 4 part series in the changes taking place in talent management and recruiting. New tools are available to recruiters that didn’t exist 5 years ago. The change in what candidates value has also shifted as we are dealing with a new generation fo workers. (more…)
High Impact Strategic Recruiting Metrics for WOWing Executives
This is an excellent article by Dr. John Sullivan on ERE.net. It outlines a problem that we often have when working not only with Executives but HR managers that need to show value in their efforts. Often times it is difficult for organizations to determine which metrics they should use to gauge the impact on their business. Because, in the end, what really matters is the impact on the growth or functionality of the business.
There are three types of metrics that are used in business but not always in hiring and recruiting. The first is a historical metric that analyzes information from the past year. The use of historical metrics is posited by Dr. Sullivan as the most over used and the one that is sure to lead to failure.
The second metric is a real time measure of recruiting performance. Any deviation from the norm can be used to adjust the activity and maintain a consistent level of activity. This is a useful metric as it allows you to monitor and react to changing conditions in your efforts.
Finally, predictive metrics can be used and will have the highest impact on your organization. Although most business never use this type of metric in their recruiting function, it is routinely found in other parts of the business. These metrics allow you to prepare for future challenges or opportunities. This will prepare you for the future to take advantage of / or prevent issues that may impact your company’s bottom line or talent pool.
You can find the original article Here
What metrics are you using in your organization? Leave your comments and let us know