Recruiting effectiveness is something that frequently comes up during conversations with clients. They want to know more about the importance of metrics and which ones will actually impact results. Hiring teams generally measure three metrics: time (basically any cycle time metric), cost per hire, and quality of hire. While these metrics start to tell a story and improving them may improve your results, there could very well be a complete misalignment with what you’re measuring and what’s important to your organization.
I’m just going to put it out there.
If you really want to impact your recruiting effectiveness, look no further than Hiring Manager Satisfaction (HM Sat) and the relationship between the recruiter and the Hiring Manager.
Don’t take this to mean that other metrics aren’t important, it’s just about priority. Bersin by Deloitte conducted extensive research, concluding that the most influential predictor of Talent Acquisition performance outcomes is a strong relationship between the recruiter and the Hiring Manager. Further, this driver is four times more influential than all other performance drivers measured.
It’s important to remember that HM Sat isn’t just a measure of the end result and how they feel about their recruiter. All too often HM Sat gets distilled down to “Hiring Manager Happiness” instead of a metric that measures whether Hiring Managers are getting what they need from the experience. HM Sat should encompass all elements of Talent Acquisition that they experience including:
In my role, I spend a good deal of time with Recruitment leaders who get somewhat defensive of their “core” metrics. I’m not advocating the complete annihilation of the old “speed, quality and cost” metrics, I’m simply suggesting that HM Sat will give you a better indication of the impact you’re having. Let’s look at the standard metrics and where they can fall short:
Getting started with HM Sat is as simple as setting up a survey. Need some help getting started? Check out this HM Sat survey (no charge). If it’s the only thing you measure and endeavor to improve, Hiring Manager Satisfaction will light the way. And Remember, it’s not about Hiring Manager “Happiness”, it’s about building the relationship between Recruiters and Hiring Managers. Henry Ford once famously said, “If I had asked people what they wanted, they would have said ‘faster horses.” Hiring Managers may know what they want, but our job, just like it was Henry Ford’s, is to lead those horses to fresh water.
Michael, Vice President at Accolo RPO, leverages his many years of experience building/leading recruitment teams and understanding of complex hiring challenges to enable his customers to deliver business performance through effective talent acquisition. Follow him on twitter @hireinsite
At Social Hire, we don't just do social.
Our digital marketing managers are the wizards that can give you the insight you need to develop your business. Have you had enough of making complex personnel choices that don't work well for your digital presence?
Our team are a company that helps our customers further their digital footprint by providing digital marketing on a monthly basis.
You might like these blog posts How Will the Internet of Things Affect Social Media?, 5 Examples Of What Not To Say To Employees When Giving Feedback, 10 Key Ingredients For A Successful Social Media Strategy, and 4 Factors to Consider When Selecting a Recruiter to Lead Your Search.