Due to the recent economic conditions Human Resource Managers are finding new ways to demonstrate the importance of their department to executives. We all know numbers are the best way to speak to senior management. Thus many organizations have now or are in the process of implementing new quantifiable metrics into their recruitment process.

I have been asked by some “what are some of the metrics we can use to measure our vendors?” I often tell them to take a step back and look at what they are doing right and wrong before looking at vendor performance. How many recruiters have experienced lack of feedback or have been told to only submit three resumes and then have an interview called a week after the candidates have taken jobs at other companies?

What happens if we implement metrics into the recruitment cycle at the client? As an example let’s take the three metrics they use to measure vendors: Time, Rate and # Submissions.

Time – When addressing time we need to look at all the parties involved internally at the organization. This can be the HR department, Procurement, and the Hiring Managers to name a few. As candidates are submitted, organizations need to keep track of how long the candidate moves between each individual. With the proper metrics in place organizations can drive the recruitment equaling in less department strain and access to the top talent.

Rate – Tracking the number of submissions that are hired above rate and under the rate can help drive internal rate cards and forecasting for next years budget.

Submissions – Tracking the number of submissions declined by HR and by the Hiring Managers can help rate your internal performance and identify problem areas.

With the right metrics in place organizations have a clear picture of their internal process translating into a more efficient and effective recruitment process. Human Resource Managers now have the ability to speak to executives in the ways they are familiar and executives are more comfortable with using metrics to monitor the department.

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