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Permalink Reply by Amanda Sesslar on February 2, 2012 at 10:28am

The most important metric on my desk is the metric which tells the source of hires. Where are my candidates (the ones that are getting hired) coming from? Where did they find my job adveritsed or did they hear about it through word of mouth through some of my efforts. I want to capitalize on what is working.

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Permalink Reply by Deanna O'Connell on February 2, 2012 at 11:24am

The metric ratios that we track that allow us to figure out if we are on track to hit our annual goals are:

New Market Presentations to Clients : Job Order = should be 2:1 or lower.

Job Order to Placement = should be 2:1 or lower

Candidates Presented to Send Out = should be 1.2:1

$ earned per hour to Connect Time = should be $500 or higher

Candidate Presentation calls to Candidates presented = 3:1 or lower

 

If we don't hit these numbers in a week then we know exactly what to focus on the next week. Daily goals = weekly goals = monthly goals = quarterly goals = ANNUAL goals.  We know for certain if we don't hit our DAILY goals, we won't hit our annual numbers.

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Permalink Reply by Brian K. Johnston on February 2, 2012 at 11:55am

Daily Live (Phone or Face to face) Conversations... Success follows if this is #1 focus..... (If it is about YOU its hard, if it is about SERVING CUSTOMER, its easy)

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Permalink Reply by Paul Alfred on February 2, 2012 at 12:06pm

I watch the Submission to hire ratio ... If it hits 3:1 we need to re-visit the client.

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Permalink Reply by Ben McGrath on February 2, 2012 at 12:09pm

Send-Outs.....If you don't have these you are not going to get a placement. The rest of the numbers and ratios take care of themselves and are good to track but it all starts with Send-Outs......

All the best,

Ben McGrath

 

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Permalink Reply by Robert Woo on February 2, 2012 at 12:22pm

Bullhorn and my company (data intelligence for staffing/recruiting) put together a business brief specifically on this topic. You'll need to register to download, but I think it would be worth it to see what leading recruiting companies are tracking.

http://www.bullhorn.com/content/top5-recruitment-KPIs

Bests,

Robert

InsightSquared.com

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Permalink Reply by Sandra McCartt on February 2, 2012 at 3:48pm

If you don't know where your jobs are coming from it won't help to write it on a spread sheet.

If you don't know where your candidates are coming from writing it down won't find them.

If you don't know how many people you have interviewing by all means dummy write it down so you remember to call them and the client.

If you aren't finding at least three candidates to fit each job you are working on, you are spending too much time writing crap on spread sheets.

If you aren't developing new clients all the time and getting job reqs, hire somebody to write all that stuff down and go to work.

The numbers (i think metrics are best left to statisticians) that matter are the numbers on the deposit slip and the tax return.  the rest of it is what statistical analysts do.  What do you want to be when you grow up?

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Permalink Reply by Andrew Hally on February 2, 2012 at 4:34pm

This is a question we cover in our yearly trends survey. Here's what recruiters said last year was the "most important metric to measure the effectiveness of your business?"

1. Total # of placements (34%)
2. Fill rate (23%)
3. Total # of job orders (17%)
4. Hit rate (12%)
5. Avg. Gross Margin (11%)
6. Time to fill (5%)

 

For "How do you track your most effective sales people?" the answers were:

1. # of placements (70%)
2. Fill rate (37%)
3. Revenue (36%)
4. # of job orders (32%)
5. Time to fill (23%)
6. # of contracts (19%)
7. Number of interviews (18%)

You can read more here. Bullhorn will publish the 2012 survey results in a few weeks (thanks to the ~500 who participated!).

 

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Permalink Reply by Greg Savage on February 2, 2012 at 9:11pm

There is only one metric for a perm recruiters. (Assuming you can source, interview and match, you know how to take a qualified job ordered etc. In other words assuming you are a competent recruiter)

How many Candidates did you arrange to sit in front of clients this week?

ie Client/Candidate interviews

That number goes up...your $ go up

End of sermon

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Permalink Reply by Greg Savage on February 2, 2012 at 10:49pm

Yes John agreed, send-outs to interviews is a key measure. A low ratio indicates poor matching and/or poorly qualified job orders and uncommitted clients

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Permalink Reply by Scott Pugh on February 3, 2012 at 3:34pm

resumes submitted

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Permalink Reply by Valentino Martinez on February 10, 2012 at 1:21am

The unacceptable metric(s) that points to: standing still; spinning wheels; and the most dreaded...falling back.

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