Lies, Damn Lies and Statistics….
I was teaching a local PHR/SPHR certification class a couple of weeks ago, and I asked the class to give 
me some examples of how HR metrics could be manipulated, in an effort to make performance look better…
The one I was after that the recruiters in the class jumped on right away? TIME TO FILL (also known as time to hire)…
Here are the questions to ask to know if a HR/recruiting shop is maximizing their performance through formula management:
- -On your time to fill formula, is the "end date" the time you get the signed offer back, or the actual start date of the employee in question?
- -On your time to fill formula, is the "start date" the time the position is vacant, or is it posted after moving through all the requisition formulas?
- -When you have a signed offer and have closed the requisition, when a candidate backs out and never shows for the first day, do you reopen the requisition in question, or start a new one?
You probably have some "thoughts" (you big manipulator) to add to the list as well. As for me, the fact that I call it "time to fill" instead of "time to hire" tells you all you need to know about my practice on item #1. It’s signed offer time and close, baby….
As for #2 and #3, I’m always a little gun shy to stretch the definition on those. My take is that it’s not my fault that it takes a candidate 2-3 weeks after accepting the offer to report, so I can hold my head high in using a signed offer for the end date.
Just look at you, rationalizing your own practices in this area. Have you no shame? Didn’t you learn anything from the Enron gang?
Better lock the formulas on that spreadsheet.
