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It's easy to get in the weeds on recruiting.  Do we have enough candidate flow?  Are we getting the right candidates?  Do we have compensation issues?  Why does it take so long?  Why does that hiring manager want to see more candidates?

If your recruiting/talent metrics do anything, they should provide line of sight to how things are going. When you're reporting on your own recruiting shop's effectiveness, there are a lot of ways to do metrics.  Many of the metrics that people want to report on take you deep into the weeds.

Need an overview/executive summary metric that makes sense?  Here's a metric you can provide that's part metric, part statement and part "please look at the big picture."  I call it "The Screen/Show/Hire Statement", and it's designed to take all the noise out of your recruiting metrics.  Here's a real life example of how that plays out at Kinetix (my recruiting company):

Screen Shot 2015-02-23 at 3.17.43 PM

So that's the recruiting funnel for a single department in an RPO relationship, and it could also be an annual report overall for a smaller RPO engagement.

There's a lot of info in that picture, but the lead is what you see in box at top - "We screen 49 candidates, show you 7 to 8, you hire 1."

That's The Screen/Show/Hire Statement, and it's designed to show you how healthy a search process is.  Those numbers mean for this client we would make 7 submittals, and out of those 7 submittals, the hiring manager would make 1 hire.  

The Screen/Show/Hire Statement is more of a headline than a metric, but it belongs in the metric family because I haven't seen it.  It's designed to report the number and say, "how do you feel about that?"

The client above felt great about it.

If you want to learn more about recruiting/talent metrics and get some fresh ideas, join me for a webinar I'm doing this week entitled, 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).  Hang out with us and we'll show you how to create recruiting/talent metrics that get the attention of your organization. 


Sean Conrad

I like it - and it will resonate with senior leaders and sales leaders who are used to using similar ratios to manage the business. Sales and marketing managers use these kinds of ratios to represent their pipelines every day.

X Leads = Y Demos = Z Sales

When you can show value in a way that managers are already familiar with it will help them understand the value quickly and not spend time picking apart the metric or the way it is presented.

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