My belief is that recruitment as a function and process will only become a serious management consideration when HR professionals show how their efforts in this area effect company performance. Metrics, Metrics Metrics, should be the mantra of all recruitment professionals now!

It is all good and well to expound about the effect of recruitment on your company, but until you can show a measurable and objective perspective on the return on investment from your efforts than any ‘new’ or ‘change’ philosophies, are at best, ideals that lack substance.

Failure is not tolerated in a capatilist perspective and unfortunatly, it is the capatilist or ‘shareholder’s return’ perspective that has muted any sort of creative ideas in recruitment and selection. I’m afraid America’s ‘laissez faire’ approach to business has a lot to answer for here as it has influenced global approaches to business.

I believe from my own recent studies into recruitment (For my Masters) has led me to believe that unless recruitment and selection and in a broader sense HR grasp the fact that ROI is king these days then we will always be considered as a necessary evil in any organisation.

I say all HR and recruitment professionals should sit with Management accountants for a time and grasp the concept of measuring the effect of their new ideas, or at least learn how to measure the effect of their current processes in order to understand how ‘change’ may be of benefit.
Failure is not an option, at least not in this economy.

Metrics, Metrics, Metrics. Get with the program!

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