Metrics for Recruiters: Here’s How to Get Yours On Track

Metrics for Recruiters: Here’s How to Get Yours On Track

Mike Roberts

poor recruiting performance2016 seems to have marked a major change in the atmosphere of talent acquisition. It’s hard to look anywhere without seeing experts and even lots of practitioners writing and tweeting about using metrics for recruiters to guide decisions. We view this as a positive indicator that the field is moving in a similar data-driven direction as (the now more mature) sales and marketing fields did several years ago.

Although some recruiting organizations are well into their metrics journey, many are just getting started. These companies are experimenting with different performance management strategies and technologies, as well as ways to help professionals make better decisions, hold them more accountable, and demonstrate returns on their efforts. The challenge isn’t exclusive to getting started, it’s often keeping up the forward momentum over time.

To make sure you’re on the right track with your metrics for recruiters and talent acquisition metrics initiative, we wanted to share a few signs that yours might be set up for failure—and what you can do to keep things heading in the right direction.

Metrics for Recruiters Are Vital – But So Is Executive Buy-In

There’s (usually) a good reason people make it to a senior leadership position. And because of that, professionals typically look to them for guidance and take what they say seriously. A mistake often made in the early stages of any performance management program is to overlook the value of attaining support and buy-in from these senior leaders.

Without someone of authority driving (or at least eager to see the results of) the initiative, your efforts are far more likely to fade out over time. Even if you’re not a senior leader, that doesn’t mean you can’t get one involved. Performance management has proven to be transformational when approached the right way, and attaining support seems to be getting easier every year—the point is to do it early, before it’s too late.

You’re not following a continuous improvement model

It’s common for professional athletes, business leaders, and other people who have made it to respectable positions to point out how important it is to learn from experiences and mistakes. When you’re first developing your performance management initiative and recruiting metrics plan, there will be lots of mistakes. And the best companies are constantly refining and tweaking their strategy to account for that.

This is the basis of a continuous improvement model in recruiting. Essentially, you lay the foundation for your strategy, test it out, and then adjust based on the value of the data you’re collecting and the insights you’re able to generate. If you’ve already began your recruiting metrics journey, start building in quarterly or bi-annual reviews to evaluate the strength of your program and even alter the metrics for recruiters you’re using as needed.

You’re not using your metrics for recruiters to demonstrate an ROI

The same continuous recruiting improvement mindset should be applied to your actual use of the recruiting metrics and KPIs. If you’re just measuring for the sake of measuring, there’s little value in that. But if you’re measuring recruiting performance with the intention of driving consistent growth in performance over time, then that’s far more valuable. In fact, it’s through that growth that you can demonstrate value of the program.

You’re assuming a recruiting analytics investment is out of the question

In today’s data-driven business environment, you need the numbers to back up the actions you take—as well as the actions you want to take. If you’re indeed driving performance improvements with your recruiting metrics program, and as a result making better decisions and lowering costs, you might not know it, but you’re simultaneously building a business case for recruiting analytics technology.

Recruiting analytics streamline the data collection process, while also enabling the use of statistical analysis and data visualization tools that can make recruiters’ lives much easier. If you and your team are already driving improvements in talent acquisition with ad-hoc analysis and spreadsheets, you can use that information to show how you could really move the dial with next-generation recruiting analytics.

Turning Baby Steps Into Leaps and Bounds

As mentioned above, the increasing focus on metrics for recruiters and KPIs is—of course—a positive sign. And from our discussions with practitioners and industry analysts in the past few years, it seems as though more companies are starting to not just think about, but actually measure and evaluate their performance. The question is, how do you accelerate your efforts and make more of an impact?

Being aware of the signs above is a good first step. The best companies are constantly evaluating the strength of their leadership and culture, their processes, and their technology, making sure all their resources are creating an environment for world-class performance. When the environment is in place, that’s when professionals are empowered to catalyze change.

What are your thoughts on metrics for recruiters? Let us know!

Interested in recruiting recruitment strategies, analytics, and the future of big data in talent acquisition? Sign up for the Data Driven Recruiter blog.

analytics whitepaper cta

Posted In