Dear Quality Not Quantity:
Because your recruiting team does infrequent, selective recruiting, my recommendation would be to have your team focus on constantly sourcing with the goal of building up a strong database of potential candidates.
If you follow this strategy, you could measure your team against suggested metrics:
• The number of cold calls to potential candidates. Set a monthly goal that each recruiter will make a predetermined number of cold calls to potential candidates. This metric enables you to zero in on the team's effort at building a deep pipeline of strong candidates.
• The number of qualified and interested candidates developed. Set a monthly goal for each recruiter to come up with a certain number of interested candidates. This too contributes to a deeper pool of candidates.
• The number of periodic calls to candidates. Another possible monthly goal for each recruiter, these follow-up calls should help to nurture interested candidates. The implication for your pipeline becomes obvious here.
• Once a candidate is hired, how long does the candidate stay with the company? This metric is important for determining the quality of the people you hire.
• Periodic calls to hiring managers to determine feedback the work performance of newly hired employees.
SOURCE: Mike Sweeny, MAS Recruiting, Cherry Hill, New Jersey
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The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
