Professional Documents
Culture Documents
Leadership development Job evaluation and classification Compensation, employee benefits and salary administration Performance planning and review systems Personnel planning and management systems Performance evaluation Training and development programs Employee attitude / satisfaction surveys
Executive Search:
Candidate sourcing, interviewing and screening Candidate testing and evaluation Comprehensive reference verification Candidate negotiation
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Labour widely seen as the key pressure point Fewer workers Employee-driven work ethic Perks escalation Poor service / attitudes Growing emphasis on efficient and effective recruitment, and on-boarding
Three Trends
Race for the Basin:
factors of 2 and 3 times Keen and growing focus on cycletimes, speed of execution
To continue to be heard at executive table, the Human Resources Team must establish effective processes, set performance targets and track results.
Mauro Meneghetti Western Management Consultants
Measuring Recruitment
Key Considerations
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Talent no longer refers to innate ability, but is a new management buzzword used to refer to brainpower (either natural or trained), and is used by some to refer to their entire workforce and others to refer to the management of specific competencies. The bottom line is, however it is defined there is a TALENT SHORTAGE looming *The Economist, Oct 7, 2006
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Common Issues
Too hard to measure Lack of process focus; results in inability to repeat, build on accurate data Incomplete picture Not actionable Still a feeling of lots of people available
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RECRUITS PROSPECTS
HR OPERATIONS
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Strategic Alignment
Question How many Candidates do you need? Are you meeting Executive expectations? Are we getting our moneys worth? Metric Number of Candidates you need to find by level, role, and skill set. Satisfaction survey and interviews with key business leaders. ROI of recruitment activity in relation to avoided cost of turnover.
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Prospects
Question Which methods for finding new talent are most effective? Metric Response rates for all recruiting tactics: web site, advertising in media and direct mail, job fairs or other events, referrals etc. Rate of talent acquisition by level, role and skill set (time to hire). Referral rate. Turnaround time for candidate inquiries received via Web site, email, phone, regular mail, referrals and events.
How long does it take to find the types of talent you need? Are we a preferred employer? How quickly do you respond to qualified talent?
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HR Operations
Question Metric
How do you decline candidates who are not appropriate while ensuring that they send you referrals? How can you decline them graciously?
Are your internal clients satisfied with your ability to support their recruitment needs? How quickly are we filling positions?
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Recruits
Question Is our process recruit friendly and effective? Metric Candidate satisfaction with the recruitment process (via surveys and interviews with new hires).
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RECRUITS PROSPECTS
On-boarding time Conversion rate on Internal referrals Candidate satisfaction (with recruitment process) Early days turnover ratio Job progression rate
Response rate (attraction power) Query response time Referral rate Acceptance rate
HR OPERATIONS
Internal client satisfaction Gap-to-Hire cycle Time % Appropriate closure Cost per recruit
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DATA is key
accurate, timely and repeatable
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Questions ??
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Replacement Costs:
Advertisements, Recruitment Tactics (job fairs, referrals etc.) Application Processing (administrative and professional time) Entrance Interview (Interviewers/Panelists time) Selection Process (Interviewers/Committees time) Miscellaneous Costs (tests, travel, relocation, reimbursements etc.) Formal Orientation (Instructors and Trainees time) Formal Job Training (Instructors and Trainees time) Off-Site Training (Course costs and Trainees time) On-the-Job Training (Trainees time to develop proficiency)
Training Costs:
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Lost time Morale Intellectual capital losses (ideas, plans, conceptsfuture streams of
revenue).
Total costs estimated to be between 1.5 2.5 X the employees salary (FOR EACH LOST EMPLOYEE!!)
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