The performance of the recruiting function will impact many parts of the organization. Take into consideration these broad impacts by developing a balanced set of metrics to measure the success of a recruiter. Metrics can be developed by considering the various stakeholders impacted across the organization. Stakeholders should include: hiring managers, interviewers, candidates & new hires, other recruiters, and other HR team members. Recognize & reward recruiters based on the scorecard.
- Aligns recruiting activities with organizational needs
- Increases the quality of new hires
- Reduces cost per hire
- Reduces time to hire
- Consider the market conditions when evaluating a recruiter’s performance via the scorecard. For example, a recruiter may be responsible for senior executive level positions, where the cost per hire & time to hire is significantly higher than for junior level jobs. If these market conditions are not taken into account, some recruiters may be unfairly rewarded.
- For larger organizations, the capturing of these metrics would need to be enabled through technology. If certain desired metrics cannot be easily obtained, consider using suitable proxies.
- Number of positions filled
- Recruiting cost per hire’s compensation
- Time to hire vs. Contracted time to hire
- Customer satisfaction survey results