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How to set KPI for recruiters?
Recruiting & Staffing
How to set KPI for recruiters?
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We need to create KPI for each recruiter to evaluate their performance. Now we are try to identify it from the 4 aspects of balanced scorecard, such as: recruiting cycle, satisfation level from BU, re
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Forums » Topic Forums » Recruiting & Staffing » How to set KPI for recruiters?
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How to set KPI for recruiters?
posted at 4/17/2008 7:29 PM EDT
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Posts: 1
First: 4/17/2008 Last: 4/17/2008 |
We need to create KPI for each recruiter to evaluate their performance. Now we are try to identify it from the 4 aspects of balanced scorecard, such as: recruiting cycle, satisfation level from BU, recruiting cost, etc. If you have such experiences, could you please kindly share it with me? Thanks in advance. |
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How to set KPI for recruiters?
posted at 4/19/2008 12:04 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Base them on what is important to your organization. The Saratoga Institute will likely have some good ideas for measurements.
You mention a few such as cost, customer satisfaction, etc. Others might include time to fill (with consideration given for how difficult the position is to fill), how long new hires stay with the organization, number of candidates submitted to hiring managers with number interviewed and number hired. I dont' necessarily like the BU satisfaction idea. Staffing is a very misunderstood field simply because there are many hiring managers who think that Staffing has a warehouse full of ready and willing workers and that it shouldn't take but a few days to get a requisition filled. Or they simply put off any hiring activity (such as reviewing candidates) until the good candidates are hired by other companies. Solid metrics, such as though I outlined above, will certainly help counter any hiring manager complaints about your staffing organization. |
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How to set KPI for recruiters?
posted at 4/20/2008 3:25 PM EDT
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Posts: 6
First: 5/23/2006 Last: 4/23/2008 |
Thank you very much for your instructive inputs, Nork3. It is very helpful to me.
For the BU satisfaction, as our recruitment team works as a shared services in group, the satisfaction level from BU could be important for us. While I agree with you absolutely that some of the delay is caused by BU... Balanced scorecard is a method to identify KPI, but I will try to make it simple, as I don't want to spend too much time on statistics. Thanks again for your comments. |
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How to set KPI for recruiters?
posted at 4/22/2008 5:44 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
While I understand that you may not want to spend a whole lot of time on statistics, the info about candidates submitted, interviewed, etc can be easily captured and sorted with a decent Applicant Tracking System with better ones providing snapshots of activity by requisition, hiring manager and recruiter. |
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How to set KPI for recruiters?
posted at 4/23/2008 5:02 PM EDT
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Posts: 6
First: 5/23/2006 Last: 4/23/2008 |
we need to hire hundreds of persons within this year, most of them r engineers.
I also viewed another topic about ATS, you also mentioned Taleo which I am also interested in. Do you know the service fee if we use it, about $150 per month ? we just need to come out some simple CV number statistic report, how many CV received, how many OK CV after screening, how many interviewed... I am considering to have one system if the monthly cost isn't very high.. Thank you. |
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How to set KPI for recruiters?
posted at 4/24/2008 6:48 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
If you're in the hundreds of hires, an Excel spreadsheet won't be able to handle it. If you compare the costs of data entry on each activity for each candidate, I'll bet you'll find that doing it in Excel will cost you as least as much as an ATS or even more just in the labor costs.
I've looked at a number of ATS's. On the low end side, I like HRM Direct the most. It's fairly intuitive and seems to have been designed with staffing management in mind. Very easy report production which can do graphs/charts as well. Last price I seemed to recall was about $50 per month per user. Taleo was a bit higher in cost but not quite as intuitive for the user. You can be up and running with either within a few days. For a more sophisticated system, I like SilkRoad's OpenHire. I first looked at them 7 years ago and it was a bare bones functional system. Their improvements have been very impressive since then and when I revisited their systems in 2007 and again earlier this year was very impressed with the technology improvements and ease of use. It will take a bit longer to implement, but you'll have a solid system that will make your job a lot easier. Again, cost will depend on how many users. The ATS field is competitive, so you should be able to negotiate price down some. |
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How to set KPI for recruiters?
posted at 5/8/2008 8:28 AM EDT
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Posts: 1
First: 5/8/2008 Last: 5/8/2008 |
Agree with Nork3 on all points. BU satisfaction is a very difficult to quantify based on lack of understanding of challenges associated with recruting. I would also underscore the imporance of timely interviewing by the BU team. This is the number one reason we see for loosing good candidates. It is important for the BU to appreciate that the best candidates - the ones we all want to hire, are doing well at their current company, and thus very appealing to other firms who are looking. They don't have to wait because a key member on the BU has to take a month long trip to Asia. |
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How to set KPI for recruiters?
posted at 5/8/2008 11:44 AM EDT
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Posts: 1
First: 5/8/2008 Last: 5/8/2008 |
If you're looking to create KPI's/scorecards solely to evaluate a recruiters production I think you are on target with the ideas here. It's certainly a great starting point. The problem that I have with that is that by the time I sit down with a recruiter to talk about it we can't make changes that will affect their production during the period we're discussing. I think where the whole reporting/analytics side of recruiting is going is starting to look more like the sales organization. By that I mean that sales managers don't look at last months or quarters numbers to make their business decisions. They can't because it's too late to make any impact and affect the outcome. I'm seeing more forward looking KPI's that address today's production against some future outcome, typically benchmarked against some historical data. And I'd like that information in a dashboard with gauges and dials. I want to know what's happening today in my talent pipeline and how that will shape our hiring picture in the coming months and quarters - at the dept and individual level. Anyone have any thoughts on that or seen any best practices that share a similar philosophy? Or tools out there that do this sort of thing, ideally pulling data from multiple HR systems? |
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