{"id":1715,"date":"2010-11-10T01:00:06","date_gmt":"2010-11-10T09:00:06","guid":{"rendered":"https:\/\/systematichr.com\/?p=1715"},"modified":"2010-07-07T07:40:37","modified_gmt":"2010-07-07T15:40:37","slug":"recruiting-effectiveness-measurement","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=1715","title":{"rendered":"Recruiting Effectiveness Measurement"},"content":{"rendered":"

Last post I wrote about recruiting efficiency measures<\/a>.\u00a0 From the effectiveness side, we\u2019re all used to things like first year turnover rates and performance rates.\u00a0 Once again, we\u2019ve been using these metrics forever, but they don\u2019t necessarily measure actual effectiveness.\u00a0 You\u2019d like to think that quality of hire metrics tells us about effectiveness, but I\u2019m not sure it really does.<\/p>\n

When we look at the standard quality of hire metrics, they usually have something to do with the turnover rate and performance scores after 90 days or 1 year.\u00a0 Especially when those two metrics are combined, you wind up with a decent view of short term effectiveness.\u00a0 The more people that are left, and the higher the average performance score, the better the effectiveness., right?<\/p>\n

Not so quick.\u00a0 While low turnover rates are absolutely desirable, they should also be assumed.\u00a0 High turnover rates don\u2019t indicate a lack of effectiveness.\u00a0 High turnover rates instead indicate a completely dysfunctional recruiting operation.\u00a0 Second of all, the utilization of performance scores doesn\u2019t seem to indicate anything for me.<\/p>\n

Organizations that are using 90 or 180 day performance scores have so much new hire recency bias that they are completely irrelevant.\u00a0 It\u2019s pretty rare that you have a manager review a new hire poorly after just 3 or 6 months.\u00a0 For most organizations, you expect people to observe and soak in the new company culture before really doing much of anything.\u00a0 This process usually takes at least 3 months.\u00a0 And while the average performance score in the organization might be \u201c3\u201d your 90 and 180 day performance scores are often going to be marginally higher than \u201c3\u201d even though those new hires have not actually done anything yet.\u00a0 However, you\u2019ll have a performance score that is advantageous to the overall organizational score making you think that your recruiters are heroes.\u00a0 Instead, all you have is a bunch of bias working on your metrics.<\/p>\n

I\u2019m not sure I have any short term metrics for recruiter effectiveness though.\u00a0 Since we don\u2019t get a grasp of almost any new hire within the first year, short term effectiveness is really pretty hard to measure.\u00a0 I\u2019m certainly not saying that turnover and performance are the wrong measures.\u00a0 I\u2019m just saying that you can\u2019t measure effectiveness in the short term.<\/p>\n

First of all, we need to correlate the degree of recruiting impact that we have on turnover versus things like manager influence.\u00a0 If we\u2019re looking at effectiveness over 3 years, we need to be able to localize what impact recruiting actually has in selecting applicants that will stick around in your organizational culture.\u00a0 Second, we need to pick the right performance scores<\/a>.\u00a0 Are we looking at the actual performance score? goal attainment, competency growth, or career movement in # years?\u00a0 Picking the right metrics is pretty critical, and it\u2019s easy to pick the wrong ones just because it\u2019s what everyone else is using.\u00a0 However, depending on your talent strategy, you might be less interested in performance and more interested in competency growth.\u00a0 You might want to look at performance for lower level positions while the number of career moves in 5 years is the metric for senior roles.\u00a0 A one size fits all does not work for recruiting effectiveness because the recruiting strategy changes from organization to organization and even between business units within the same organization.<\/p>\n

Overall, recruiter effectiveness is not as simple as it seems, and unfortunately there isn\u2019t a good way to predict effectiveness in the short term.\u00a0 In fact, short term effectiveness may be one of those oxymorons.<\/p>\n","protected":false},"excerpt":{"rendered":"

Last post I wrote about recruiting efficiency measures.\u00a0 From the effectiveness side, we\u2019re all used to things like first year turnover rates and performance rates.\u00a0 Once again, we\u2019ve been using these metrics forever, but they don\u2019t necessarily measure actual effectiveness.\u00a0…<\/p>\n","protected":false},"author":1,"featured_media":1722,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,49,15],"tags":[62,158,89,261,260,141,72,50],"class_list":["post-1715","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data-metrics","category-talent","category-talent-acquisition","tag-analytics","tag-business-intelligence","tag-data","tag-effectiveness","tag-efficiency","tag-measurement","tag-recruiting","tag-staffing"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1715","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1715"}],"version-history":[{"count":2,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1715\/revisions"}],"predecessor-version":[{"id":1762,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1715\/revisions\/1762"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/media\/1722"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1715"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1715"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1715"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}