Upon awakening I check my twitter feed for interesting blogposts. This is how I love to start my day.
Punk Rock HR, also known as Laurie Ruettimann wrote a compelling post. Social Recruiting Metrics & Measurements http://goo.gl/fb/032B
I have a love-hate relationship with this topic and here’s why. There are many consulting firms that do an excellent job providing back end analysis. There are metrics tools that include impressive pie charts, bar graphs, standard deviation analytics. But really, the question boils down to this: what and how are you going to use this information? Will you make a serious change in your recruiting strategies with the information you glean? Are you willing to invest in statistically valid instruments that measure real action, not conjecture? Or are you going to spend thousands of dollars on a data study, show it to the CEO and simply say, "Here’s the metrics report your requested."
My pet-peeves include organizations who make major investments in studies, and then decide it’s either too expensive to act on the recommendations the data makes, or worse, thank you for the colorful charts and graphs, pat you on the butt and say, back to your cubicle. Smart HR Pros convince their CEOs of the efficacy and veracity of the studies and partner the reports with a compelling report that justifies why the take action on the findings. Of course your post answers the question why should we do a metrics study and what questions should we ask?
Laurie addresses cogent questions as to how the organization defines itself, and what goals and information the company should attempt to measure. Please read Laurie’s post to see the list of her carefully crafted questions. I’m taking the case a step further and asking the age-old question: So what? So what do we want to learn? So what do we want to find? So what will we do once we uncover what we find, and so what will we do once we find it. HR Metrics studies are expensive, depending on what outside consulting firm you choose to use. If you are doing an in house study, it still requires hours and hours of time and internal resources to complete. So before you enter into the playing field of HR Metrics, arm your budget to answer the question, So what? If all your HR and Recruiting Departments are studying are “head counts" and superficial return on investment quotes, you’re not only missing the boat, you might just miss the journey that will set your organization sailing into success.
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