How do we know as recruiters that we are doing a good job?
The LinkedIn UK Recruiting Trends 2016 report, tells us that quality of hire is the most important performance metric for recruiting teams, according to UK Talent Leaders.
Whilst we agree that quality of hire is a sensible performance metric for recruiters, we were a little surprised to see how it’s being assessed:
54% of talent leaders are measuring quality of hire on retention and turnover statistics
What about employee performance?
We were still a little disappointed to see Hiring Manager satisfaction (43%) and new employee performance appraisal (37%) feature below tenure and turnover. In our view this seems a much more sensible way of determining if a recruiter has been effective – by that we mean they have translated the requirement successfully into a recruitment process that delivers a high-performing candidate that the Hiring Manager is happy with.
Good recruiters will ensure candidates expectations of the role and future development are clear from the outset, but how long they stay in the business is often determined well after the recruitment process has concluded. There are so many factors that impact an employee’s decision to stay with an organisation, that sometimes even the most stringent and engaging recruitment processes in the world can’t overcome someone’s decision to leave.
PhD study of recruitment
We are looking forward to the results of a PhD being conducted currently into quality of recruitment within social care. The study aims to pin-point the key traits of prospective employees, highlight the best recruitment and assessment strategies and then ultimately provide a robust way of ensuring that employees are being effective. This will no doubt include both performance appraisal and Hiring Manager satisfaction.
How do you measure quality of hire? How able are you to get retention and turnover statistics? Does your organisation link appraisal and manager satisfaction back to the recruitment process?