Forums
Performance goals for recruiter
Recruiting & Staffing
Performance goals for recruiter
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I have a recruiter now reporting to me and I want to revise her goals. The position is in a professional corporate atmosphere of about 100 employees where we don't have high volume recruiting. I have
0
Cat:Topic ForumsForum:ForumId56
Cat:Topic ForumsForum:ForumId56Discussion:DiscussionId36705
Forums » Topic Forums » Recruiting & Staffing » Performance goals for recruiter
|
Performance goals for recruiter
posted at 9/1/2010 10:10 AM EDT
|
Posts: 21
First: 5/3/2005 Last: 4/15/2011 |
I have a recruiter now reporting to me and I want to revise her goals. The position is in a professional corporate atmosphere of about 100 employees where we don't have high volume recruiting. I have been reading about "quality of fill" which looks interesting. Any suggestions would be helpful. |
|
|
Performance goals for recruiter
posted at 11/2/2010 4:24 PM EDT
|
|
Posts: 1
First: 11/2/2010 Last: 11/2/2010 |
It just came to my mind if you don't have high volume of recruitment, you may want to think of keeping high performance employer, collecting possible talent, and improving your image as an employer among applicants. |
|
|
Performance goals for recruiter
posted at 12/9/2010 4:40 AM EST
|
|
Posts: 6
First: 8/9/2007 Last: 8/3/2011 |
A quality goal might be appropriate if your recruiter is actively recruiting rather than passively recruiting. If the recruiter is searching data bases for candidates rather than just screening applicants who happen to post for the job, that would be actively recruiting. The bottom line on performance goals has to be whether the employee has actual control over the activity.
Having had the quality performance goals imposed on passive recruiters, I have seen some very unfair evaluations. You did not say what recruiting tools your recruiter uses. |
|
|
Performance goals for recruiter
posted at 12/9/2010 5:03 AM EST
|
|
Posts: 59
First: 7/30/2002 Last: 12/9/2010 |
Quality of Hire/Quality of Fill is an important recruiting metric to help the organization evaluate the success of the individual recruiter and your total recruiting efforts. One way to judge this is to look at the performance evaluation rating/score of the new hire after 3 months or 6 months, and compare this to the average rating of the department and/organization. However, you must also look at other factors as well - is the job description correct? realistic? Does the supervisor/manager have a history of high employee turnover? What is the skill gap between the new hire and the job requirements? You could have a great recruiter, put in a great candidate - but these factors certainly impact quality of that hire. |
|
|
Performance goals for recruiter
posted at 12/9/2010 5:05 AM EST
|
|
Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
You could make it a goal that your recruiter learns more about what you have been reading about and you could have regular meetings about how this knowlege fits with the kind of work being done and how it can be improved. Never, never give an employee a goal without fully understanding what it takes to accomplish it, part of your job is to help faciliate the process.
|
|
|
Performance goals for recruiter
posted at 12/9/2010 5:21 AM EST
|
|
Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I'm not sure that I agree with measuring hire quality with performance of the successful candidate 3 months or 6 months down the road. There are so many things outside the recruiter's control (poor management of the employee, personal disasters, etc) that I don't think this is valid. A new employee who works for a truly great manager will typically produce great results, a poor manager will elicit not so good results.
Keep it to what the recruiter can control. Objective standards which can be applied to a succesful hiring effort might include: Timeliness: How long did it take to find a successful candidate? Quality: How closely did the candidate match the hiring profile? Quantity: Were the candidates sourced sufficient for a hiring manager to make an informed hire? Cost: How much did it cost to recruit the candidate? In your slow periods, have your recruiter indentify new cost effective sources of candidates (hint: calling the local Management Recruiters International office doesn't count). Also have the recruiter review job descriptions and verify with hiring managers that they're still accurate. I do not recommend identifying and stockpiling a bank of candidates - this is one of the most unproductive activities I can think of since the good candidates (eg, the ones you would most like to hire) will likely be hired by someone else before you get around to it. |
|
|
Performance goals for recruiter
posted at 12/10/2010 5:03 AM EST
|
|
Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
hrmmmm.....uh.....
Well, time and cost are pretty hard objectives. Number of qualified candidates is also pretty objective. But you make a good point about quality, but even here if the position description/profile is well done, you've got objective measures there as well (education, specific experience/s, etc). |
Forums » Topic Forums » Recruiting & Staffing » Performance goals for recruiter
