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Recruiting Metrics
Recruiting & Staffing
Recruiting Metrics
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
What specific metrics does your company use to evaluate and measure the effectiveness and performance of a Recruiter?
What about the measurements and metrics to evaluate the type of candidates the
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Forums » Topic Forums » Recruiting & Staffing » Recruiting Metrics
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Recruiting Metrics
posted at 5/6/2011 8:19 AM EDT
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Posts: 4
First: 11/27/2009 Last: 8/15/2011 |
What specific metrics does your company use to evaluate and measure the effectiveness and performance of a Recruiter?
What about the measurements and metrics to evaluate the type of candidates they find? Do you evaluate source of hire all the way through to the productivity and promotions of an employee and link it back to recruiting? |
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Recruiting Metrics
posted at 5/6/2011 8:31 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
What specific metrics does your company use to evaluate and measure the effectiveness and performance of a Recruiter?
Time to fill, cost to fill. What about the measurements and metrics to evaluate the type of candidates they find? Satisfaction scores based on survey sent to hiring managers Do you evaluate source of hire all the way through to the productivity and promotions of an employee and link it back to recruiting? No - too many variables and lets not forget the Recruiter is not the person that does the selection of the final candidate. |
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Recruiting Metrics
posted at 5/26/2011 10:00 AM EDT
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Posts: 1
First: 5/26/2011 Last: 5/26/2011 |
Whether or not the position was filled in the timeframe agreed to with the hiring supervisor during the initial launch meeting. Hiring leader survey scores. Candidate survey scores. 90 day retention. We do monitor performance and tenure over time of new hires, but don't goal our Recruiters on that. |
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Recruiting Metrics
posted at 5/26/2011 5:08 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I would not use those for gauging a recruiters effectiveness. I would strictly use quality of hire. It is a longer investment but when you factor in performance and productivity of the hire you are actually measuring substance instead of how fast someone can fill a position.
Trust me...anyone can fill a position quickly; filling a position with real quality is different and a better gauge of recruiter effectiveness and performance. When measuring cost, time or any other historical component all you are measuring is the process. The process needs to be measured and managed; it does not indicate quality recruiting. |
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Recruiting Metrics
posted at 5/27/2011 4:49 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
HRPRO-I don't see how the recruiter can own the long term quality of hire goal. That must be owned by the buyer. If the buyer does not see the quality they want then they should give the seller a poor customer satisfaction score for the offering along with feedback.
Market availability of selected skills is also an issue. Try to hire experienced geologists and geophysicists today. Once hired however, the recuiter has little impact on fit, training, quality of Assignments/projects, quality of mentoring/supervision, quality of work teams, etc. and IMHO should not be held accountable for long range quality. The managers have to own this. |
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Recruiting Metrics
posted at 5/27/2011 5:10 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Good question Howard.
The solution is partnership. If in fact the recruiter partners with the buyer (I like that as I always treat recruiting as a supply chain problem) then the responsibility can be placed on the recruiter as well as on the buyer (hiring manager for those who are old fashioned). Recruiters who simply send candidates who meet job specs are not recruiting; they are processing stuff and consequently become almost unnecessary. Recruiters who create a partnership with the buyer, share information (in both directions) and have an understanding of the buyers real needs that are unstated in the job specs provide greater quality hires. This then makes them easily accountable, improves the hiring process and ensures that the very best quality is in fact purchased. Properly monitoring the process also allows for the buyer (internal) to also be evaluated on productivity and performance. High failure rates might mean that the buyer has issues; like all metrics they cannot be used alone. They are simply a starting point for dialog. I was intrigued by your comment: "Market availability of selected skills is also an issue. Try to hire experienced geologists and geophysicists today. " That I view as an excuse. The recruiter is hired to find these people. If they can't then I view it as a skill issue and the recruiter either does not have the skill and needs to get the skill or needs to be replaced. There are many good tools out there for sourcing that go beyond "run me an ad on Consequently it always comes down to good skills, good partnerships and better communications. I am very passionate at good recruiting processes, measurements and relationships. All to often organizations view recruiting as an entry level position for new grads or used to be real estate agents who like people. They do not realize that recruiting is a skill no different than being an Engineer, Pilot, RN, etc. Good recruiters are worth their weight in a precious metal not as expensive as gold or silver. They have the appropriate skills and are very efficient at what they do. Organizations that invest in their recruiting teams experience lower cost, higher quality and better reputations. At least that has been my experience and I have quite a history with multiple employers implementing exactly what I just presented. |
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Recruiting Metrics
posted at 5/27/2011 5:52 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
I agree with virtually everything you said except two things..... as I pointed out the recruiter has no say on what is or is not provided to the new hire once placed in the group and should not be held accountable for that. This where the partnership ends. You can give a manager great staff and they can still screw it up resulting in turnover.
Re the geophysicists. If the global demand is for 1,000 new hires and the total global supply is 5,000 (I am making these numbers up) then it does not matter how good the recruiter is or the partnership. Lack of supply affects the outcome. |
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Recruiting Metrics
posted at 5/27/2011 6:24 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Lack of supply simply makes the outcome more challenging. Good recruiting organizations can fill their positions; they simply need good recruiters and recruiting leaders. I will concede it may slow down the process but a good recruiting organization knows that, has developed the appropriate pipeline and resources and then plans accordingly.
We can disagree on the other point. If the talent management process is integrated it isn't an issue. If the new hire isn't being given the proper tools then the metric process I mentioned earlier will identify a problem and then the dialog will uncover the reason why. |
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Recruiting Metrics
posted at 5/27/2011 6:42 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
"If the talent management process is integrated it isn't an issue. If the new hire isn't being given the proper tools then the metric process I mentioned earlier will identify a problem and then the dialog will uncover the reason why."
We will just not agree on this one. The talent management outcome is just not something the recruiter can affect DIRECTLY and so they should not be held accountable for that metric. If you want the Head of HR to own the talent management outcome metric then I am in full agreement............. |
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Recruiting Metrics
posted at 5/27/2011 7:57 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
As the head of HR I own all of the metrics. My subordinates own their own components Those components make up my metrics..
We can agree to disagree and the sun will rise in the east and set in the west. If it doesn't we have bigger issues to worry about. Have a great weekend. |
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