In today’s data-driven world, new metrics are needed to fully measure recruiting success. ManpowerGroup Solutions proposes new model to align recruiting strategy with business mission. In a recently released whitepaper titled, “Recruiting Strategy Metrics: From Transactional to Transformational,” the findings explore the need for metrics that yield strategic insights, versus ones that simply establish a baseline and measure improvements over time.
Transactional metrics (such as time-to-fill, time-to-hire and cost-per-hire) remain important, as they allow employers to establish early success measures. However, many employers and recruiters have relied exclusively on these traditional metrics, resulting in missed opportunities to raise the bar. Transactional measures reveal quantity, not quality, which suggests the need for something more.
“As employers become more comfortable with the use of data, and as even more data becomes available, there is an opportunity to expand the traditional view of metrics to address much larger questions of employee performance, productivity and engagement,” said Susan Howse, General Manager, ManpowerGroup Solutions Australia. “Ultimately, data should be used to measure alignment with corporate culture, brand and customers.”
To incorporate the use of data in measuring recruitment strategy success, here’s a new model orchestrated by Manpower Group that consists of three distinct phases:
To identify that a transformational model truly exists, the following characteristics should be present:
“Transactional metrics will always have value, but in today’s data-driven world, they represent the floor, not the ceiling,” Howse added. “The real opportunity now is to take metrics to the next level and align them with employee engagement and productivity – now and in the future.”
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