I am preparing for HRO today in Scotland. Nothing like presenting to a few hundred people to get your blood pumping. Per my typical MO, I think about previous presentations.
At the Social Recruiting Strategies conference, our panel threw up a list of metrics for the attendees – they all wanted it. As speakers, we were dancing around “which metrics make sense” for the first two days a bit. So I tossed out a list of over 50 measures neatly categorized. That was easy to do.
But nobody asked me the hard question…what’s the ONE that we need to measure that we probably aren’t?
WASTE. Pure and simple. The easiest way to increase yield, productivity, service, speed and cost is all about reducing waste.
100 ppl apply. Interview 5. Hire 1. Never hiring anyone else from the other 99 is 99% waste, 1% capitalization. This is done all the time.
The less waste you create and have to manage, the more service can be offered. Easy concept to understand. Try these to help you get streamlined:
2) reschedule percentage – both for candidates and hiring managers. Maybe you have automated scheduling with only technology, but it’s such a waste of time and resources
3) debrief effectiveness and compliance – if you are performing inconsistently or it’s not effective, then WHY? If your organization is just going to do thumbs up thumbs down, then own it. By the way, if you can’t track this easily, then how are you doing it anyway and proving for compliance??
4) casting the wide net – easy shrimp boat captains – be selective about attraction strategies and broadcasting widely. It demands more mgmt, technology tracking, and brings in more applicants who just hear “no”
All things being equal, we typically see a 30 to 40 percent waste reduction if you watch this closely.
That can equate into increasing req load per recruiter (but that’s a mistake). Instead, increase service to your internal teams, assessment and evaluation, and feedback to managers, candidates and colleagues 🙂