Ah yes - metrics. HR needs to be more metrics driven, right?
But a funny thing happens on your way to being numbers-driven as an HR pro. You give the people what they want, and the people try to hang you with the numbers you're reporting.
So answer this question:
"Which talent metric are you routinely hung out to dry for?"
If you're like most HR pros, the numbers you report that are most likely to get you jacked up on are as follows:
Time to Fill
We report on those things because they're the standard we know, and because they're the standard we know, they're the numbers automated by most HR Tech systems.
But the mistake we make is allowing people to assume that HR is 99% responsible for the performance of those numbers.
Time to Fill is high? What is Recruiting/HR doing? Turnover is up? What is HR doing about that? They own the culture, right?
Wrong. The performance of these numbers is always indicative of blended responsibility. Operations. Line Management. And yes, HR. But blended.
So I'm here today to give you some thoughts about how to change the perception of ownership related to these numbers. You can still report Time to Fill and Organizational Turnover, but you need to create some scoreboards that place pressure on your client groups to perform better than they are.
Case in point - organizational turnover. The next time you report turnover, create a supplemental slide that shows what I call Hiring Manager Batting Average (HMBA). HMBA simply shows the percentage of people hired by a manager who are still around after one year. You can roll this up to the departmental level to make it less personal, but its impact is simple - some departments are better at hiring than others. The ones who are bad have the biggest negative impact to your turnover issues. Find out more about this by viewing these slides.
Time to Fill? Well, all positions aren't created equal, which is why I would encourage you to follow up any Time to Fill reporting with some recruiting funnel data - what I'll call the "Show/Interview/Hire' statement. This statement simply evaluates how many candidates a department is shown on average (per open position), then how many they interview out of that to get one hire.
Some departments are pickier than others. Some for good reasons, others... not so much so. Find out more about this type of reporting by clicking here.
You get hung out to dry for some of the widely accepted metrics that are out there. Stop playing defense, and start playing offense.