Hi All,

I need to design metrics for recruitment team. Can someone suggest the measures and metrics used for recruitment activity?

Thanks and best regards,

kaushik

Hello kaushik,

While there is a lot of metrics you can churn out related to recruitments since its a very tangible activity,however specifically related to a recruitment team's performance, here is what you can try.

1. Define SLAs for each of your requirements.

2. Measure the timeline within which postions are closed.

3. Compare the timelines defined in SLAs & the actual timelines required for position closing.

4. Further define ratings based on the SLA closing timeframe for recruitment team. For e.g.:

A - Closed within timeline as defined in SLA

B - One week slippage

C - Two weeks slippage

D - Over Two weeks slippage from SLA

You may have incentives based on the ratings your recruiters receive. You can also measure the no. of interviews scheduled/ nos. offered/ offers to joining ratio/ overall hit-rate (scheduled to joining etc.)

Hope this helps.

Is your recruitment team activity limited to attracting qualified candidates or includes selection and appointment. Accordingly you can use the follwoing matrics.

1) No. of qualified persons attracted/responded to test/interview call
2) No. of persons cleared your selection criteria
3)No.of persons accepted your offer and joined your company
4)No. of persons remained with the company atleast for two years.
5)Time taken to hire the people
6)Cost of hiring per candidate.
7)Matching between the kind of persons indented and the kind of persons got.
8)No. of persons found to be high performers at the end of one year.

regards

jigar

Here are few measures that can be used to evaluate performance of the recruitment activities:-

1) Cycle time for the closure of the positions ( for TM, PL, PM, senior leaders). There should a seperate matrix for all role groups. For example 30days for TM and 60 Days for PM etc.

2) Cost of recruitment. ( for TM, PL , PM , senior leaders). Cost should be benchmarked with other companies ( preferable peer group).

3) Recruitment from star companies. Quality of the recruitment should be rated high if you are recruiting from top 5 companies from the same sector. In case of entry level recruitment, star colleges concept can be used. 8-10 parameters should be used to assess educational institutes.