Data isn’t always objective!

Data isn’t always objective! I’ve seen many talent performance metrics reports over my decade long career and here is one metric we can do without - Cost Per Hire.

Unless we come up with a contextual understanding and nuanced thinking framework as we apply these metrics to the talent maps I think there are many other metrics that are far more worthwhile to report and analyze than CPH.

Here are a few of my favorites that actually are actually under control of recruiters and sourcers-:

1) Completeness or comprehensiveness score of a talent mapping with regards to the pool of interest - has the recruiter or sourcer covered all grounds possible under the given conditions I.e competitor landscape and alternatives ( skill based identification)

2) Success ratio of candidates presented to candidates in the interview rounds or subsequently hired - has the recruiter or sourcer understood the candidate persona to effectively screen and present potential candidates to hiring team.

3) Absolute number of diverse candidates in the presented talent pool as compared to the overall talent pool - has the recruiter or sourcer taken the effort to create an accurate representation of the talent pool with regards to diversity.

Thoughts ?

Authors

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