How Using a Recruiter Quality Index for Your Recruiting Team Drives Results and Delivers Transparency

Feb 25, 2015
This article is part of a series called Tips & Tricks.

recruiter quality indexAre you looking to infuse quality into your talent acquisition metrics? Need a fresh approach to evaluating the effectiveness of your team or individual contributors?

With growing pressure to continuously improve results and prove quality, the time is right to collide metrics within your team and calculate your Recruiter Quality Index. 

You can use the RQI at the department and individual level. RQI is calculated using the format above.

The calculation uses the desirable outcomes of new hires and promotions minus undesirable events represented by unwanted turnover of those employed less than one year. Each new hire represents one point, while promotions originated by individuals currently on the team are given two points per occurrence. Unwanted turnover within the first 12 months subtracts from your company in a compounding way. With that consideration, unwanted turnover reduces points by a factor of 1.5 points per occurrence. That total is then divided by the total requisitions that each recruiter handles to calculate the index.

After calculating the departmental or team index, calculate on an individual basis. The team members who fall into the green ranking are your all stars and deserving of any and all programs, incentives, and development paths assigned to the high potentials within your organization. The individuals in the yellow range are your consistent performers who can benefit from additional training and selection techniques.  Those team members failing to perform above the red box should be analyzed by uncoupling the H, P, and UT elements to evaluate the challenges they face. Your team may be negatively impacting your organization by solely focusing on near-term metrics such as time to hire or just the number of hires per recruiter.

With talent acquisition playing such an important role in the success of any business, using a RQI gives you a performance measure and a rolling monthly transparency that drives self-management. Tracking promotions by recruiter supports internal mobility and provides inspiration to your team to hire candidates who will thrive under your overall talent management practices.

Data of all kinds is grabbing attention and headlines and using a simple calculation like the RQI will help you quantify your team and focus on quality.

Some readers may feel that subtracting for turnover is something beyond the control of the recruiter. When developing the RQI significant consideration was given to all sides of the debate. But a recruiter can use their persuasion power to both recommend and eliminate candidates from consideration. Top recruiters provide both guidance and a devil’s advocacy when consulting with hiring managers. At times hiring managers overlook elements not aligning with culture or integration into the team due to the candidate being a referral or are subject to a halo effect due to industry experience or education. RQI is an analysis contributor when creating or improving a performance culture. Using RQI will also help your internal recruiting teams develop a consultative talent acquisition mindset. Many organizations have tight processes and procedures for procurement of goods and services, and talent acquisition needs additional quantifiers and quality checks in its success measurement toolbox.

The RQI is a rolling measurement over the previous 12 months and serves as an instrument of evaluation.  The beauty is that it can evaluate the most recent 12 months, a calendar year, or can be applied to the individual’s total tenure with the organization. If you set the data up right you can even measure performance over two specific measures of time. This helps you identify how your team is trending (and don’t mean “trending” on Twitter!) Set the expectation bar high and see how elevated your results can become.

This article is part of a series called Tips & Tricks.
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