Recruiting Metrics-For Our Eyes Only

Despite all we hear about using metrics to justify our roles and expense to the organizations we support, it’s easy to forget that one of the greatest gains can be made by using metrics to internally assess the service we deliver, and strive to continuously improve it.
Each day, we hear and read more about the metrics we can and should be using to justify the costs of recruiting talent in a competitive market, measure our success, benchmark against other companies, and even justify our own existence as HR and Recruiting professionals.  Often we allow our HRIS applications or decision-makers outside our daily worlds determine which measurements are most important and which will affect the way we work.  Yet, the most valuable and effective metrics and measurements can be found and applied within our own recruiting structures to monitor and measure everything from sourcing efficiency to process effectiveness and continuous improvement to individual recruiter performance and development.
Join Dan Kilgore of Getronics, Inc. on June 13th for a presentation and review of real-time examples of how metrics has and can be utilized within a recruiting department from the perspective of a large multi-national --- What worked well --- What didn’t so well!
Some of the Metrics Dan will review: We encourage you to seize this opportunity to begin crafting your own internal metrics that could be applicable to and viable within your own organization.
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