systematicHR

The intersection between HR strategy and HR technology

,

HR Metrics: Dismissal rate

systematicHR Avatar

So the organization or parts of it are dismissing too many people.  You think to yourself, “why is my recruiting so bad that I get crap people?”  I suppose that is one diagnosis to the problem, and from the manager point of view, it’s the obvious one.  I have a slightly different perspective.  Overall, it’s hard to say that your mass of many recruiters using many sources all recruit poorly on average.  If a particular organization is having issues with recruits, then there is either a manager or employee development problem.  Remember that engaged employees who have effective managers and who experience consistent, ongoing development tend to stay in their jobs.  High attrition usually means that one of those three factors is deficient.

Tagged in :

systematicHR Avatar

4 responses to “HR Metrics: Dismissal rate”

  1. Howard Gerver Avatar

    It’s been a long time since I’ve done best practice consulting in employment under the guise of “A&R.” However, I did have one eye-popping experience about 10 years ago when we were helping a large financial services company (no, not the big bail out one, but one of that size) with their employment function.

    As good facilitators and consultants we showed the client’s top 30 recruiters the cost of turnover at the job as well as the aggregate level. At the end of the day it was tens of millions of dollars of potentially avoidable costs. Well, the very short version of the punchline is the recruiters didn’t care because …it was all about job security. The higher the turnover, the more people that had to be interviewed.

    In today’s new new new economy, employers simply can’t not afford to do a better job at selection. Moreover, predictive modeling technology can be employed to further provide objective assistance in the selection process.

    For those cynics that may perceive this as a sales tactic for my company, think again as this is not our space. We do not work in this area and are just trying to give a little back to the employer community vis-a-vis our experience and deep understanding of technology and how it can be leveraged in the HR community.

    May the new new new economy be kind to all.

  2. Howard Gerver Avatar

    OK. there’s something wrong the edit capability of this website so please insert the word …” NOT” between “can’t” and “afford” in the 3rd paragraph beginning with “In today’s new new new economy…

    Thanks!

  3. systematicHR Avatar

    lol howard – done… i never realized that it edits double negatives.

    BTW – i love it when the comments are more thought provoking than my feeble posts. 🙂

  4. […] HR Metrics: Dismissal rate Article Series HR Metrics: Offer Accept Rate HR Metrics: Quality of Hire HR Metrics: Competency fill rates HR Metrics: External recruitment rate HR Metrics: Contractor fill rates HR Metrics: Turnover Rate HR Metrics: Resignation rate HR Metrics: Dismissal rate So the organization or parts of it are dismissing too many people.  If a particular organization is having issues with recruits, then there is either a manager or employee development problem.  You think to yourself, “why is my recruiting so bad that I get crap people?”  Systematic HR – Wednesday, March 4, 2009 READ MORE […]