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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
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Forums » Topic Forums » Recruiting & Staffing » Performance goals for recruiter
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Performance goals for recruiter
posted at 12/10/2010 5:48 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
not really, you still have to determine what the appropriate timelines, costs, etc. are and that's a subjective decision.
I agree that you could be more scientific about how you determine something that can be measured accurately, an average of 60 days is certainly more "objective" than an average satisfaction score. But I could argue that I would rather have a satisfied internal customer than a shorter vacancy-to-hire timeline. And all of the metrics you describe are subject to other factors like markets, individual attributes (for example you could have a Harvard educated candidate who isn't as intellectual as someone who went another route). There really is no such thing as an objective performance measure. The best we can do is to combine several of them and determine our own benchmarks. |
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Performance goals for recruiter
posted at 12/10/2010 7:37 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
no, just because it's easier to define and measure doesn't make it objective. And just because it is more objective doesn't make it valid. a valid measure would be something that defines the recruiter's performance and that could be used across recruiters to make comparisons that are on the same scale.
Just because "recruiter A" can bring in a new hire quicker and at a reduced cost than "recruiter B" doesn't make recruiter A a better performer. In fact it could encourage recruiter A to focus on the wrong things. This is not an academic discussion, we're talking about performance expectations and the limitations of how we define and measure them. Employment decisions are based on these and that affects people's lives. Managers often reject subjective measures purely because they are subjective I say they have no idea how deluded they really are. |
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