November 20 , 2018

HR Metrics & Analytics

The Right Way To Measure Turnover

When the economy turns around next year, retention will almost instantly go from being a non-issue to a major issue. But because most HR departments currently miss the boat when it comes to measuring and reporting turnover, they are likely to compound the increased turnover problem by underreporting turnover and the impact of turnover on the organization. That’s why I …

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Understanding Your Value

Value is a key word in business. It is the primary subject of product and service pricing models, a key driver of consumer satisfaction ó and yet a concept eerily lost in the practice of recruiting. It has been said literally thousands of times that recruiting is like sales, and most recruiters subscribe to this belief. So why is it …

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Quality of Hire: What To Measure and When To Measure It

In Part 1 of this article series, we looked at the many reasons why your organization should measure the quality of its hires. Here in Part 2 we’ll take it a step further and get into the details of what to measure and when to measure it. Quality Of Hire: What To Measure There are a variety of approaches to measuring the …

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Quality of Hire: Why You Should Measure It

I consider the single biggest fault with corporate and external recruiting functions to be their almost universal failure to measure the quality (or performance) of the people they hire. Nearly every other “overhead” function, from supply chain to package delivery, has jumped on the ISO or six-sigma bandwagon, but recruiting has continued to resist. If it’s fear of being exposed …

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Develop An Employment Dashboard And Index

You can’t improve what you don’t measure, so metrics are a crucial element of great recruiting. I recommend three basic approaches to employment metrics. The first is a “dashboard” (like a car dashboard), which is so named because it allows you to continually monitor all of the vital elements in a successful employment function. The second approach is an employment …

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How To Measure The Quality Of Your Applicants (Before You Hire Them)

Managers are continually asking for a higher quality of candidate, while recruiters tend to focus on the cost or the speed of the hire. The quality of the applicant is clearly the superior factor. There are many ways to measure the quality of the applicants (before you hire them). Some of them include: They get at least one counter offer. If …

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Predicting Who Is About To Quit

I am continually surprised at managers who are surprised when one of their own top people quits. Identifying who is likely to leave is relatively easy-if you are aggressive and think ahead. Some firms have reached as high as 75% accuracy in predicting who is likely to leave. With a planned strategy you can easily predict who is at risk …

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Test Your Systems…You Might Not Hire Back Your Own Employees!

Most employment selection systems are so bad that if you submitted the resumes of your own firm’s top performers, they probably wouldn’t get re-hired. It’s not as unusual as you might think. Most selection systems fail to track their own effectiveness. Now before you get nervous, be aware that checking selection systems does not require a complicated validation procedure. Here …

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Why People Accept And Quit A Job Made Simple: It’s Just Market Research

The two hottest issues in the Silicon Valley are the attraction and retention of top talent. I am often asked by very tired recruiters “what is the secret to getting them to say “yes” and in “keeping them” so I can get off of this “recruit, lose, and recruit again” cycle? The answer is easier than you think and it …

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