Here’s a PDF from Webhire. I found it interesting that manual recruiting processes and automated TAS were not significantly more different in the type and quality of the metrics they provide. In all honesty, I don’t think that this survey measured the “quality” of the metrics.
For example, if we talk about measuring the cost per hire, most manual systems will miss some hard dollar costs and most soft dollar costs. However, an automated system will be able to capture these. One example being the cost of the interview – the automated TAS will measure the salary spent on the interview, whereas the manual system only recorded the cost of lunch during the interview.
I simply thought Webhire could have done a much better job “selling” their case.
One response to “Talent Acquisition Metrics”
I couldn’t agree more with Dub Dubs!
I wonder if reporting and tracking practices have changed at all in this area over the past 2 years since this article was first written. We find that even today, at best, Talent Management Metrics are highly flawed and grossly inaccurate. For any kind of metrics to be statistically relavent there has to be consistency, not only in what you’re tracking but how you’re tracking. It’s fine if a company wants to use them to track historical comparisons of various groups of metrics but to extrapolate those findings and try to compare a set of metrics from Company A, such as Return on Investment or Cost per Hire to the “same set of metrics” from Company B is a lesson in futility.
Jeff Weidner
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Jeff Weidner
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HTC Research Corp
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HTC Research is a premier provider of passive candidate research and staffing strategy implementation. For over 13 years, HTC Research has specialized in providing targeted candidates, directly sourced from the passive job market for a broad spectrum of clients: multi-national corporations, mid-cap, start-up companies, contingency and retained search firms. Currently, we are expanding our range of complementary services to assist companies in developing their overall staffing strategy, including candidate pre-screening and assessment, Candidate Pipeline Development™, Sourcing Process Outsourcing™, recruitment of candidates from the passive and active markets, as well as professional training and development.