I’d like to hear more from some benchmark leaders in one specific area: How are they measuring Quality of Hire?

There has been a lot of discussion but I can’t seem to find solid corporate programs supporting this initiative. For those that do have this implemented, mind answering a few questions?

1) What are your top 5 key metrics?
2) How long did it take to research, develop and implement your initiative?
3) How long did it take to achieve measurable results?
4) How has your company and your Recruiting function increased revenue based on the successful implementation of this initiative?
5) What are some pitfalls or roadblocks to the success of your initiative (what should someone avoid)?

Thanks!

I certainly agree. It takes planning time away from fighting fires… in order prevent fires

John

As always I have enjoyed reading your article and not surprisingly most of the suggestions should be common sense and yet, I see few in place in the organisations I visit.

One I would like to add however is: ‘Brain Time’. This is not specific to recruiting but indeed any strategic activity. It involves setting aside dedicated time to allow the brain to focus on strategic ideas rather than simply reacting to the daily needs. It can take a number of forms – it could be as simple as some alone time in a different office, a facilitated brainstorming session or a coffee with someone who you consider a specialist in the area you are trying to be strategic in (fancy a cuppa next time you are in Sydney, John?)

Regardless the method you choose it is important that you set aside time to focus the brain on what Covey (1994) suggests are: ‘important and not just urgent matters…’