What should be the KPIs of a Talent Sourcing Specialist / Consultant? - RecruitingBlogs2024-03-29T01:07:41Zhttps://recruitingblogs.com/forum/topics/502551:Topic:135241?commentId=502551%3AComment%3A198739&x=1&feed=yes&xn_auth=no1. Submissions Ratio / Positi…tag:recruitingblogs.com,2008-07-08:502551:Comment:1987392008-07-08T22:19:32.598ZMohammed Osmanhttps://recruitingblogs.com/profile/MohammedOsman
1. Submissions Ratio / Positions<br />
2. Number of Interview hits ( in turn gives you the qulaity)<br />
3. Interviews converts to Hires<br />
<br />
I think these 3 KPIs should be measured on quaterly basis.<br />
<br />
Thanks and Regards
1. Submissions Ratio / Positions<br />
2. Number of Interview hits ( in turn gives you the qulaity)<br />
3. Interviews converts to Hires<br />
<br />
I think these 3 KPIs should be measured on quaterly basis.<br />
<br />
Thanks and Regards If this is in a corporate env…tag:recruitingblogs.com,2008-07-08:502551:Comment:1985652008-07-08T21:18:23.447ZLorie Schroederhttps://recruitingblogs.com/profile/LorieSchroeder
If this is in a corporate environment - retention should also be tracked to show the sucess of the hire.
If this is in a corporate environment - retention should also be tracked to show the sucess of the hire. depth of networks (specific s…tag:recruitingblogs.com,2008-06-25:502551:Comment:1854322008-06-25T14:55:16.212ZIan Millarhttps://recruitingblogs.com/profile/Ian
depth of networks (specific skills, specific locations, specific industries)<br />
variety or specialty of skills knowledge in their candidate range<br />
time tables for producing candidates<br />
quality of information gathered about the candidate<br />
active versus passive candidate ratios
depth of networks (specific skills, specific locations, specific industries)<br />
variety or specialty of skills knowledge in their candidate range<br />
time tables for producing candidates<br />
quality of information gathered about the candidate<br />
active versus passive candidate ratios High Closure to resume submis…tag:recruitingblogs.com,2008-06-03:502551:Comment:1427132008-06-03T07:26:50.996ZMonicahttps://recruitingblogs.com/profile/Monica97
High Closure to resume submission ratio, as an indicator of quality.<br />
High filled to open position ratio as an indicator of quantity.
High Closure to resume submission ratio, as an indicator of quality.<br />
High filled to open position ratio as an indicator of quantity. We did this exercise in the o…tag:recruitingblogs.com,2008-06-02:502551:Comment:1425122008-06-02T23:56:56.565ZManjuhttps://recruitingblogs.com/profile/Manju
We did this exercise in the organization i worked previously. I will go with Quantity, Quality ( which will automatically translate to hire precentage) and maybe ability to prioritize, in terms of how many resumes will be required to source to fill X number of positions and if that is taken care for a particulaar position, then go to the next one and so on.. ( if the specialist recruiter is going o do this and hand it down to the sourcing consultant, then it may not be required)
We did this exercise in the organization i worked previously. I will go with Quantity, Quality ( which will automatically translate to hire precentage) and maybe ability to prioritize, in terms of how many resumes will be required to source to fill X number of positions and if that is taken care for a particulaar position, then go to the next one and so on.. ( if the specialist recruiter is going o do this and hand it down to the sourcing consultant, then it may not be required) Hi Amrita,
How about quality…tag:recruitingblogs.com,2008-05-28:502551:Comment:1384442008-05-28T15:53:59.138ZMatt Hewitsonhttps://recruitingblogs.com/profile/MattHewitson
Hi Amrita,<br />
<br />
How about quality of the hire itself? This could be linked to candidates who pass/fail probation...<br />
<br />
<a href="http://www.linkedin.com/in/matthewitson"><img src="http://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" height="33" border="0" alt="View Matt Hewitson - Lead Talent Manager - LION's profile on LinkedIn"/></a>
Hi Amrita,<br />
<br />
How about quality of the hire itself? This could be linked to candidates who pass/fail probation...<br />
<br />
<a href="http://www.linkedin.com/in/matthewitson"><img src="http://www.linkedin.com/img/webpromo/btn_viewmy_160x33.gif" width="160" height="33" border="0" alt="View Matt Hewitson - Lead Talent Manager - LION's profile on LinkedIn"/></a> 1. Quantity of candidates fou…tag:recruitingblogs.com,2008-05-22:502551:Comment:1356802008-05-22T16:28:57.683ZStephanie Huffhttps://recruitingblogs.com/profile/StephanieHuff
1. Quantity of candidates found for the specialist recruiters to call<br />
2. Quality of the candidates found (how many actually move on to interview with the managers)<br />
3. Number of hires of the candidates sourced through this individual's sourcing efforts
1. Quantity of candidates found for the specialist recruiters to call<br />
2. Quality of the candidates found (how many actually move on to interview with the managers)<br />
3. Number of hires of the candidates sourced through this individual's sourcing efforts