ay some recruiters process.
In our office, we focus on total number of calls made, and we measure our successby the number of interviews, not resumes sent out.
I measure what is important, and meaningful to our office.
Number of interviews is extremely meaningful. I don't care how many people the recruiter had to screen, I don't care how he convinced our client to interview. I hope it wasn't by sending a resumes, but again, I could just be a grouchy old broad and not in step with the times.
Why do I measure number of outgoing calls at all? Well, it is a simple way to making sure everyone is on the phone, and one only has so many relatives. It is amazing how easy it is for a recruiter to start at 100 calls a day and go to 10, with that 10 'feeling' like 100. So we count the calls. Low call count takes three months to manifest itself in production. By the time production slips, and the recruiter realizes DAH got to make more calls! It is too late. We honestly need to look at the number daily.
It works. We count what is important to us. We are all adults. If you have to send a resume, a hot air balloon, or fly to the client site yourself, I don't want to hear about it. Just confuses the issue.
I would rather not measure the number of resumes sent out, to do so would be to encourage an unproductive behavior. In my office, a high number would mean that you are papering companies with resumes instead of providing service by presenting qualified people that they want to hire.
I guess we all gotta measure somthin'…
se at another company, and this isn't just limited to healthcare. Intersting bit of local color: The most asked question of one St. Louisian to another is, "Where did you go to High School?" Always a great indicator of socio-economic status and usually leads to uncovering common aquaintances.
So the word is that you guys are going to be opening an office down here...give me a call if you ever want to grab a beer when you are in town.
resumes submitted. In the last fifteen years of managing recruiters, I can count on one hand the number of times managers complained about too many resumes. And, conversely, the complaint of "not enough resumes" gets so old that it's almost a cliche. So...our job is to educate our clients about why they should come to value the right KPIs - but until we're successful winning the argument, we will need to grapple with managers' desire - albeit irrational- to get a pool of candidates to choose from.…
attention to them. It also indicates attention to detail and level of interest in many cases. If someone can't be bothered to write a sharp cover letter, I think that speaks to their level of seriousness.
However, I always advise people to make the 'cover letter' a short and sweet email accompanying the resume, not a long, formal attachment. When they are attached, I usually skip right to the resume and may look at the cover letter after.…
t? By "pure" I mean a dedicated professional who utilises various sourcing channels to increase candidate flow for the whole business rather than for specific roles. Specific positions will be handled by specialist recruiters in each defined business unit e.g. IT, HR etc.
What metrics would measure their success in the role? How would a business measure the value addition a sourcing consultant brings into the team of agency recruiters?
les", "no recruiting", and "no industry knowledge", you had better give them six months to get up to speed if you think they have the raw talent. And you should have benchmarks along the way. The biggest indicator for success is will they pick the phone up every day and how quickly do they shake off a bad call in the learning process. Enthusiasm and persistence as well as a steady trending toward connecting the dots. What questions are they asking you? Those things will predict long term success in the business.…
early adopters, then it won't change until the late adopters catch on to what works the best. I mean, Taleo is at the top of the list, but is it really good? I see so many negative things from the candidate and employer sides. People are just stuck with it making for "high retention", but they just haven't found out that there are better options (like Recruitee which is lower on the list: http://recruit.ee/home-eb-bh) yet. …
rsonnel staffing services, fell 9.2 percent in the third quarter of 2008 compared to the same period in 2007.
US personal income, a measure of overall employment trends, rose 1.9 percent in January 2009 compared to the same month in 2008.
QUARTERLY INDUSTRY UPDATE
Weak Labor Market Decreases Staffing Demand - Weakening US labor market conditions indicate a reduced demand for personnel staffing agencies. Weak consumer spending, the construction and real estate slowdown, and low lending activity have affected a wide range of industries; companies across the US are laying off workers, enacting hiring and pay freezes, and reducing compensation. Recession-induced pressures may keep demand for
temporary workers low, according to the Federal Reserve Beige Book.
Recruitment Sites Gain Interview Technology - New online live interview technology could worsen placement agencies' ability to compete with online recruitment sites. While many online personnel sites already offer some functions provided by traditional placement agencies, the live interview on InovaHire.com makes screening candidates online even easier.
InovaHire.com's job board and live interview technology can be used by both job seekers and employers.
Employers See Chance to Grab Top Performers - About three-quarters of recruiters surveyed say that rising unemployment has created an opportunity to find star workers, according to a JobFox poll. Even companies that are cutting jobs or implementing hiring freezes will make room for the right candidates, according to recruiters, creating an opportunity for placement agencies. Decreased recruitment budgets and the increase in applicants may encourage many companies to seek the most cost-efficient recruitment methods, however.
Personnel Staffing Agencies
SIC Codes: 7363
NAICS Codes: 5613…