What metrics should you track for effective GTA recruitment?

Measure everything...BUT - only create analytics around metrics that matter. Never weaponize data. Ask yourself this simple qualifying question: Am I measuring this to solve a problem or am I looking for someone/something to blame? A mentor told me, "Leaders lead people, managers count things because they can't lead people." I always tell myself that data doesn't lie, so use it to tell you the truth. In terms of the list shared, I agree that time to hire is a metric mostly used incorrectly. Make sure you measure all the yield ratios in the hiring process, not just the time between application and hire. The truth is embedded within. Happy to share all the data I use in leading TA. Feel free to connect with me.

It is unwise to overly emphasize time to hire - or to look at it in a vacuum - as it could compromise quality of hire. This is a mistake that I’ve seen too many organizations make in the name of evaluating the effectiveness of Recruiters, forgetting that there are other variables in the process.

- Application Conversion Rate - Time-to-Fill - Source of Hire - Candidate Quality - Retention Rates - Cost per Hire - Diversity Metrics - Candidate Experience Feedback

Time to hire denotes the average duration from posting a job to candidate acceptance. It signifies the efficiency and adaptability of the GTA recruitment process in a swiftly evolving global talent market. While varying by role, location, and sourcing, minimizing it without compromising quality is crucial. Leveraging technology tools like applicant tracking systems (ATS), video interviews, and online assessments streamlines processes and task automation. Additionally, utilizing employer branding, referrals, and talent pipelines accelerates candidate attraction and engagement.

I completely agree that Time to Hire is a crucial metric in assessing the efficiency and agility of a Global Talent Acquisition (GTA) recruitment process. It provides valuable insights into how well an organization can compete for global talent, especially in a fast-paced market. While recognizing that variations may occur based on factors like role, location, and sourcing channels, the emphasis on minimizing Time to Hire without compromising quality is essential. The suggested use of technology tools, including applicant tracking systems, video interviews, and online assessments, demonstrates a strategic approach to streamline processes and attract candidates efficiently through employer branding, referrals, and talent pipelines.

Quality of hire is a critical factor in the overall success of an organization. High-quality hires contribute to improved productivity, efficiency, and overall team performance. By focusing on the quality of hires, companies can ensure that they are bringing in the best talent to drive their success.

Everything in the discussion presented on Quality of Hire speaks to looking in the rear view mirror, or collecting data ex-post facto. While important characteristics are mentioned here, the ability for a company to understand where it intends to go (is it growing, shrinking, headed into new markets) should drive quality of hire as an aim point for GTA. Without the company direction and strategy in mind, all you have are the basic HR recruitment stats. But with the direction in mind, those stats now can have relative meaning and determined value.

Quality of hire reflects a new recruit's value in terms of performance, retention, and cultural fit. It assesses the alignment of GTA recruitment with role requirements and team integration. Quantifying quality of hire utilizes turnover rates, productivity, feedback, and engagement metrics. Data from pre-hire and post-hire sources like resumes, assessments, interviews, reviews, and surveys help evaluate candidates' skills, competencies, and potential, aiding in measuring their impact within the organization.

Quality of hire is the MOST important metric. Time to Hire and Cost Per Hire don't matter if you're not making quality hires. While there's no objective way to measure this, it doesn't mean you can't measure it. The simplest, and maybe best way to do it, is asking hiring managers to score the quality of hire at 3, 6, 9, and 12 months.

"Quality of hire" refers to the level of performance, productivity and overall contribution an employee brings to an organisation after being hired. I truly believe that a hard-working employee is happy with the company and the job they have chosen. Of course, there are some important facts that a company must follow in order to motivate an employee. But even here it is important to emphasise that not every employee values and needs the same things. Some things are more important than others. In my opinion, it is necessary to take a look at what everyone needs to ensure a positive working life.

Diversity and inclusion signify valuing differences and similarities among employees and candidates concerning demographics, experiences, and perspectives. They are pivotal in forming a robust and adaptable GTA workforce capable of meeting evolving market demands. Measuring diversity and inclusion involves tracking the presence and engagement of diverse groups—gender, ethnicity, age, disability, nationality, and language—within the GTA recruitment process and workforce. Monitoring the satisfaction, retention, and efficacy of initiatives like training, mentoring, and affinity groups also aids in assessing the impact of diversity and inclusion strategies.

Diversity and inclusion metrics are important in today's global workforce. Track the diversity of your candidate pool, as well as the composition of your hires in terms of gender, ethnicity, and other demographics. This data helps you assess the inclusivity of your recruitment efforts. For example, if you discover that your organization struggles with gender diversity in certain roles, it's an opportunity to implement targeted diversity initiatives to attract a more balanced talent pool.

Tracking Diversity of your hires is essential to any successful company because it is proven that they tend to perform better overall. Diversity metrics can be hard to track because it is voluntarily collected data field filled out by candidates during the application process and therefore there is a chance that it doesn't get completed. The data collected should be consistently reviewed by the TA leader. The leader should focus advertising and recruiting efforts towards diverse populations based on those results. Inclusion metrics typically are conducted via employee surveys and the engagement of the employee. All of which require employers who are self aware, address areas of opportunity, and focuses on being a great place to work.

Diversity and inclusion is one of the most talked about topics today. It's about creating an environment where every voice is valued, every perspective is heard and every individual feels empowered to contribute their best. Every individual is valuable - regardless of gender, sexual orientation, ethnicity, disability or status. I am happy to work for a company that creates a workplace for everyone. Overall, diversity and inclusion are critical to a company's success, as they have been shown to improve performance.

The changes related to embracing diversity, equity, and inclusion will significantly improve an organization. DEI creates an environment where people from various backgrounds can share different ideas, skills, and insights. This environment ensures that every team member feels involved and supported. It is not simply an environment where diverse individuals are present, but rather where diverse individuals are involved, empowered, and developed. A diverse, equitable, and inclusive organization requires respectful efforts from every team member to work towards success. It’s important that employees feel safe working together in a space without fear or discomfort. When everyone is involved, potential grows, and professionalism thrives.

Cost per hire measures the expenses associated with bringing a new employee on board. Calculate all relevant costs, including advertising, agency fees, and recruitment technology. This metric ensures that you're making efficient use of your resources. For instance, if you find that a particular sourcing channel consistently results in high-quality hires at a lower cost, you can allocate more of your budget to that channel, optimizing your recruitment spend.

Cost per hire is a crucial metric that encapsulates the entirety of expenses incurred during the recruitment process for a new employee. This includes costs related to advertising, sourcing, screening, interviewing, hiring, and onboarding. Understanding the nuances of cost per hire is pivotal, considering that this metric is not uniform across roles, locations, and sourcing channels. While variations are expected, the goal is to optimize cost per hire without compromising the quality of talent acquisition. Utilizing data and analytics becomes instrumental in this optimization process.

Cost-per-hire is one of the most important and most commonly used hiring and recruiting metric. Cost-per-hire is linked to recruiting talent and refers to the total cost of bringing the new employee to the company, including the expense of recruitment process, equipment, travel costs, administrative costs and benefits.

Cost per hire is a sophisticated metric, especially for adept corporate recruiters with autonomy. Understanding the comprehensive cost empowers active participation in budget discussions. It enables pushing back on third-party requests, offering exceptional value to executives by elucidating the true impact of hiring costs, employee turnover, and the ramifications of a misguided hire. A strategic grasp of cost per hire elevates recruiters to key contributors in optimizing resource allocation for organizational success.

I keep going back to source effectiveness being key! Cost of hires important to understand, but not the most important piece of the recruitment puzzle ……Consistent metrics are crucial for internal corporate recruiting. The ever-changing landscape and shifting ATS can indeed pose challenges. Establishing standardized measurements year over year brings stability to the evaluation process. 📊 #RecruitmentChallenges #MetricsMatter

One of the most important aspects in TA is candidate experience. There are both quantitative and qualitative aspects to consider when it comes to Candidate Experience. The quantitative side would be the "time to fill" piece and how long it the candidate was in the TA lifecycle. This isn't to say that the process needs to be so short, that the organization doesn't properly vet the candidates but companies need a consistent and streamlined process. The qualitative side would be their experience throughout the process. This starts with clear communication in the job description to positive interview interactions to well thought out onboarding plans. Both sides equally valuable and should be balanced for a positive candidate experience.

Candidate experience is often underestimated but crucial for successful GTA. Measure the satisfaction of candidates throughout the recruitment process. This includes their interactions with your organization, communication, and overall impression. For example, if candidate feedback consistently highlights issues with communication or unresponsive recruiters, it's an opportunity to improve the candidate experience, enhancing your reputation in the job market.

The candidate experience throughout the recruitment process can vary significantly depending on a number of factors, including the organisation's recruitment practices. Maintaining effective communication between employer and candidate throughout the hiring process is critical to ensure clarity, expectations management and a positive candidate journey. Organisations that emphasise transparency, timeliness and respectful treatment of candidates will enhance their ability to attract top talent and reinforce their status as an employer.

Candidates experience is very important for successful GTA . We can evaluate and improve this process by taking feedback and survey from new every new employee.

The impact of candidate experience extends beyond the immediate recruitment phase, influencing your organization's ability to attract, convert, and retain top-tier global talent. Moreover, it significantly contributes to shaping your company's reputation and employer brand. Recognizing the significance of candidate experience, organizations are increasingly focusing on creating positive and seamless interactions to enhance their overall appeal to potential hires. To measure candidate experience effectively, it's essential to track various factors that impact their journey. This includes gathering feedback from candidates and monitoring key metrics such as application time, response time, interview quality, and offer acceptance rates.

a) Retention Rate: Keep an eye on the retention rates of your GTA hires. High turnover may indicate issues with the quality of hire or cultural fit. b) Source Effectiveness: Determine which sourcing channels consistently yield the best candidates. Allocate your resources accordingly to optimize your recruitment strategy. In conclusion, tracking these metrics provides a comprehensive view of the effectiveness of your GTA efforts. Consider additional metrics like retention rate and source effectiveness to refine your strategy further. This approach, rooted in empathy and servant leadership, ensures that you not only attract top talent but also nurture a diverse, high-performing workforce while managing recruitment costs efficiently

Retention and NPS scores can be a valuable measurement in the talent acquisition process. This shows that the hires are staying at your organization and would recommend that a friend or acquaintance come work at that organization.

I would add offer acceptance rate. If your offer acceptance rate is high, it suggests that the recruitment process is effectively identifying and targeting the right candidates for the role. Every time a candidate rejects an offer, the organization incurs additional costs in continuing the search. This prolongs the recruitment cycle and increases the cost per hire. Also this metric can provide insights into how your offers compare with the market standards.

As leaders in Talent Acquisition, it's not just about filling roles; it's about continuous reflection on hire performance and tenure. Regular engagements with hiring managers unravel the impact of individual hires on teams, the company, and strategic objectives. Understanding the intricacies—why an employee thrives or why it didn't work out—provides invaluable insights. These reflections serve as a compass for elevating hiring standards, ensuring we attract, foster, hire, and grow future leaders. It's a dynamic process, enabling us to learn, adapt, and steer the course towards sustained organizational success.

A holistic approach is vital. Talent acquisition, internal mobility, total rewards, retention, onboarding, and leadership training should seamlessly integrate. The synergy among these functions is key for a healthy organizational balance. Achieving this balance is a gradual process that requires years of dedication. Leaders must focus on the holistic view to nurture the overall health of the organization. 🔄 #OrganizationalHealth #LeadershipPerspective