You know what really gets under my skin? When HR/recruiting/talent pros work hard, do great work and then get left holding the bag of dog #### for things outside of their control. And while I'm off on a rant, let's be honest - sometimes we do it to ourselves, right?
Case in point - the numbers we report to the rest of the organization. Sure, you tried to roll out the basics---time to hire, cost per hire---but all that did was put the focus on your HR/Recruiting function, not the people who actually make the final hiring decision. Flash forward 12 months since the launch of those basic recruiting metrics, and you're bored... heck, everyone's bored. Never fear! The FOT webinar makes it's 2015 debut with Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires (click to register). Join Dawn Burke and I (that's me, KD) for this webinar (sponsored by Chequed.com) on Thursday, February 26th at 2pm EST (11am Pacific) and we'll hit you the following goodies:
- A review of the traditional talent selection/recruiting metrics. We'll give you a rundown of those metrics like Time To Fill and Cost Per Hire, what the standard benchmarks are for each and then explain why only using these traditional metrics is a lost cause/suckers play.
- An explanation of the Holy Grail of reporting Recruiting Effectiveness and why it changes the conversation from "Did we fill the position?" to "Did we make the right hire and what happened once we filled the position?". We call this metric Hiring Manager Batting Average (HMBA for those of you that need an acronym), and it's the cleanest, most all-encompassing metric you can have to make your internal recruiting conversation strategic---not transactional---and actually make it tie in to your overall talent strategy, not just Talent Acquisition.
- How to change the dialog of organizational turnover from being an HR problem to being everyone's problem. Admit it, you report on turnover all the time. We'll show you how to link turnover to your selection process in a way that spreads the wealth related to turnover responsibility---and actually sets you up to be more consultative and less reactive related to employee churn.
- We'll give you 5 additional metrics to show how your recruiting/staffing process actually reduces risk of bad hires and prepares for future searches. You need to get out of the trap of only reporting cost and time. We've got the metrics to show you how to do that.
Things that are hard: Riding a bike on a freeway. Getting your kids to eat peas. Getting managers to own the bad hires they make and be interested in getting better at selection. Join us for Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires on Thursday, February 26th at 2pm EST (click the link to register), and we'll show you how to create recruiting/talent metrics that get the attention of your organization. You're on your own with the other two.