So…the debate rages on recruiting Metrics. Alex Douzet in his Workforce article “Quality of Fill” an Emerging Recruitment Metric did a fine job of getting the two main (and lingering) points across on the state of recruiting metrics:
- It is surprising that many, MANY companies do not have any metrics in place to measure Recruiting efforts.
- It is exciting to think that other companies are experimenting with the newer Quality of Hire (QOH) measurements.
But quality of hire measurements in practice leave me frustrated and my C-Suite wanting more. Why? Metrics by definition are factual. Period. However, HR QOH Metrics are still finessed heavily by subjective factors. The QOH measurable standards list that Alex Douzet gives including Performance Evaluation Scores, Number of employees promoted, & number of employees entered into leadership programs can be definitively scored and rated. But if you peel the onion back just ONE layer down (not two, three or ten…but ONE)…those quantitative scores were created by overwhelmingly subjective means. AKA, created by managers who at last look were subjective human beings.
My C-Suite, for sport, likes to poke holes in subjective data, even if it is wearing an objective mask.
Did I also say that it takes a long, long, time to measure QOH data too? Realistically, to measure QOH, you would need a good 3-5 years of data to see if your employees live up to their potential. Do the math. An overwhelming majority of companies only do quasi-qualitative evaluations once a year for the “annual appraisal”. So the quickest amount of time you’ll get “sorta-data” is one year. And “sorta-data” don’t cut it in 1 month, let alone one year to the C-Suite.
But here is what I like about the QOH trend. It’s a start. It’s a start to something meaningful.
So what’s an HR Rock Star to do? Quit being lazy and start somewhere. Measure EVERYTHING. If you don’t have any HR recruiting metrics (which a lot of you don’t)…shame on you. You, friend, are uninformed at best and a fraud at worst. Yes, a fraud–ouch that hurts. Dang it—start somewhere. Cost of hire is always a good place to start. Cost of Hire gets such a bad rap—I don’t get it. Get your feet wet there. You always need to know your expenses.
And regarding QOH…As Alex D shared….this new line of thought is exciting. So experiment with the quasi-data within your department; even if you don’t share it with C-Suite yet. You may be surprised at the trends you find. The data may not give you recruiting metrics you can bank on but quality of hire measures could:
- Help you determine succession plans
- Help you recommend training needs
- Help you determine comp plans
- Help you create leadership programs
And you never know—after 5 years….you may actually have better than average QOH recruiting data. You’ll figure the formula, write a book on it, make a million dollars.
Dawn Burke, Sr. Consultant for Recruiting Toolbox and founder/advisor for Dawn Burke HR, is an HR leader, speaker, and writer specializing in new HR practices, engagement and workplace culture. Her HR/recruiting/leadership career has spanned the last 20 years, with past gigs including a foundational role as VP of People for Birmingham, AL’s award-winning technology company, Daxko (And yes, Kris Dunn and Dawn are making Bham the HR capital of the world! Who knew?). You can also check her out at DawnHBurke.com and a variety of other interesting places. Google her, it’ll keep you posted on what she is up to.
Most importantly: She is addicted to TV, knows most of the lyrics to Hamilton and West Side Story, loves to cry at movies (check out Cinema Paradiso for a cry fest!), thinks wine, a wheel of Brie and Milk Duds make a well-balanced dinner, and sings in her car daily. Her husband and cat are the Yin to her Yang.