Search Results - measure motivation

Blog Post: Why Recruitment Owner/Managers Need to KPI Themselves for Real Business Growth.: Oddly enough, it’s common for recruiters who progress…; Added by Rhys Jones at 4:46am on September 29, 2017

Blog Post: Navigating Success: A Comprehensive Guide to Interview Questions for Hiring the Best Candidates: The success of any organization hinges on its ability to…; Added by Pankaj Deshmukh at 8:40am on August 16, 2023

Blog Post: Incentivising Tomorrow's Recruiters - it's Feedback not Fees: Historically we have always seen 3rd party recruitment as a sales business. We employ recruiters who are rewarded for their ability to open doors and sell to clients and to place as many people as…; Added by Mervyn Dinnen at 5:56pm on December 8, 2009

Blog Post: 10 Must Have Performance Analytics and Metrics to Measure your Growth: Performance analysis focuses typically on how well each employee is performing key job tasks. HR can observe the employee’s performance on a regular basis to conduct a performance analysis.…; Added by Dhanya Raghavan at 4:18am on December 16, 2019

Blog Post: Recruiting Product Managers isn't always straightforward

If you want to hire a user interface designer you get to see their portfolio and you will immediately see the quality of their work.

If you want to hire a software engineer, you can see…

Added by Robert Drury at 10:55am on June 21, 2019

Blog Post: Recruitment Consultants in Mumbai and Pune: Acquiring the best talent is half the battle won. However, to win the second half, it is important to make sure that you are able to retain them. This is…; Added by Aditya Pandey at 3:02am on April 27, 2016

Topic: Does it Really Matter if You Love Your Work?: orming of the meatballs is a ritual in and of itself. I am not one of those that mixes anything in with the ground beef either. It has to be pure ground round with 15% fat, perfect for rolling into 1.5 inch meatballs. The flavor of the meat is important, I just can't bring myself to add egg or bread crumbs of any kind. Tossing the diced veggies over the meatballs and bringing it all to a good simmer just feels good. More smells rise in the kitchen and give way to the sounds of cooking, boiling water, clinking pans. Pasta waits for the water to boil and fresh tomatoes are folded into the sauce. I typically buy sauce and then doctor it up with freshly ground seasonings and a little sugar for good measure. The sugar is a must. It's kind of like my secret ingredient. I guess it's not so secret anymore. I love to make spaghetti. I can't really tell you why except that as a young woman, it was one of the first dishes I perfected and made with any kind of regularity. Served with a fresh salad and/or French bread, it just always feels like the perfect meal. And my kids like it, too. My youngest daughter almost always says, without fail, "That looks so good, I'm starving." I think the smell of spaghetti actually make you hungrier. They compel your instincts to begin the craving process, as if it were a new or unusual thing. For me, for my family, spaghetti is home. It is motivation. Ultimately, it is a reward. I enjoy making it and I enjoy eating it - it is truly made with love. And it's a win-win. How do you stay motivated to complete your work? Do you really enjoy the process or are you only going through the motions? Does your work require you to truly live in the space, to keep your head in the game? Or are you just buying the canned sauce and dumping it in the pan? Is your heart in this at all? There are those that love their work, I mean truly love what they do. It shines through, it's easy to see. Then there are those that just want the paycheck, that are only driven by money. If the end result is the same, does the motivation matter? I am sure there are plenty that make better spaghetti than I - they may even hate to make it. Even so, their spaghetti is still good. The talk about transactional recruiting versus relational is really kind of silly when you think about it. The purpose of the work is to fill an opening, solve an issue. If the tactic you use completes this task, does the method really matter as long as the need is met or a placement is made? It is all relative. Not everyone likes my spaghetti. And I'm ok with that, cause in the end, I'm the one that has to eat it. by rayannethorn…; Added by Rayanne at 2:23am on October 13, 2010

Blog Post: What does your desired candidate really want?: While the quick answer to this question probably is a “better job” (or just a job in general), what I’m really going for here is figuring out what really drives your candidate to want a position. …; Added by Chris Brablc at 11:22am on August 21, 2012

Topic: Wednesday Wisdom: The Right Stuff: o keep it to such a small number, and everyone has a different idea of what to measure and why. So what do you think is most important to measure? Wants to Get it Right Dear WTGIR, Recruiting is a project-driven sport: for each requisition there is a set of requirements, a timeline, and a budget associated with delivery. Recruiters leverage this by asking Hiring Managers to prioritize those aspects, which subsequently drives the strategies and tactics used to fill the role. With that in mind, and if I could only pick three public metrics to report to the business, I’d probably go with the following: Time to hire: Time to hire (TTH) tells the obvious story of putting butts in seats. It’s an easy metric for the rest of the business to understand, and directly correlates to revenue and productivity. The drawback is that this metric says what but not why – and recruiting is often martyred on the altar of “why does it take so long to hire people?” The implication is that we own the process - but the real story is more complex. For this reason I’ve found it helpful to break TTH into smaller components that drive conversations around accountability and problem resolution. How long does it take to present a qualified candidate to a Hiring Manager? What portion of that time was spent in sourcing the candidate? Recruiter screening? How long does it take for the candidate to complete business interviews? How long does it take to negotiate, extend, and accept an offer? How long after that until the person shows up on the job, and even more importantly begins to produce the desired outcomes? Report a single number to the business as a whole, but carry the breakdown in your back pocket. Cost per hire: Another familiar metric is cost per hire (CPH). I like this metric too, but the truth is that nobody can seem to agree on what it means. Is it hiring-project costs only, like advertising, recruiter fees or salaries, and interview expenses? Or does it also include more indirect costs such as time spent on interviewing, or loss of productivity or sales while the role remained empty? And what about the cost of training, the amount of time it takes to become productive in the new role, or the additional burden of turnover in the first year? Collaborate with your CFO to define the right set of input for this metric, and then report away. You’ll tell the story of recruiting project management, but you can also use the data to drive improvements in workforce planning and budgeting. Quality of hire: No project is complete without a feedback mechanism to understand the impact of the hiring activity on the business. Did we get what we expected? Why or why not? How can we improve the next time? Many companies use performance appraisals to measure this aspect, but in a formalized process it can take up to a year before the data is available. That’s a long time, and in the interim both poor hiring and high turnover can get pretty expensive. From a recruiting perspective it can be as simple as asking business stakeholders to rate new hires periodically during the first year. I recommend you keep it simple, and target the business perception of the new hire's ability to do the job, motivation to get the job done, demonstrated results, and fit with the culture or personality of the business. If you go one step further and correlate this information with source of hire, and you’ll have a wealth of information to drive improvements in your recruiting and selection process. This is a most excellent journey that you are embarking on, my friend. I wish you well, and hope you'll check back in the future with an update. Happy recruiting! ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage quality in hiring and retention. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 8:06am on September 2, 2009

Blog Post: Operational Excellence Depends on Cultivating Talent’s Strengths: HR professionals have been trying to control health care costs by continually tweaking the medical plan designs, which result in shifting more costs to employees but do not reduce the cost of…; Added by Shannon Russo at 4:53pm on August 26, 2010