The New Recruiting Metric: First Year Retention

UpstartHR

Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t consider it even remotely linked to recruiting as of today. Check out: How one of the best managers I’ve ever seen engages new hires from day one ] The future of recruiting metrics In the past and still today, recruiting has been focused on some very surface level items: mainly time to fill and quality of hire.

5 Metrics for Effective Succession Planning

Cornerstone On Demand

At Cornerstone, we've focused on identifying five key metrics to gauge existing talent and help current employees grow: 1) Potential. This metric helps managers think about their team balance if an employee leaves—whether he or she moves to another internal position or a different organization. While metrics like the above give your company insight on your workforce, it's important to remember that succession planning programs are designed to benefit employees.

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The Case for Sharing — and Understanding — Human Capital Metrics

Cornerstone On Demand

Yet when evaluating a given company's worth, investors still rely on performance metrics that largely ignore an organization's brainpower. No wonder universal talent metrics are a touchy subject. Outside pressure and reporting initiatives aside, HR departments must learn to measure, share and explain the human capital metrics that matter to their businesses. Discussion and analysis to explain the metrics.

Five Awesome Recruitment Metrics for Tech Innovation Success (How to Link Workforce Metrics With Business Outcomes, Part One)

Visier

The first in a four-part series on linking workforce metrics to business outcomes, this post looks at five indispensable recruitment optimization measures that will help you move the needle on tech innovation — without breaking the bank. An overfocus on these metrics leads to hiring that is faster, cheaper…and (from a talent quality perspective) typically worse. Must-have recruitment metric #2: New hire performance by lead source.

Five Must-Have Manager Effectiveness Metrics for Engagement, Performance, and Tech Innovation Success

Visier

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers? Must-have manager effectiveness metric #2: High performer resignation rate.

HR Metrics – Connecting Goals to Organizational Strategy

New to HR

Human Resource Metrics are a crucial way of analyzing the successes and failures of your department’s outreach, influence, programs and processes. Allow your metric data to guide you financially and highlight your best talent, serving as proof of your impact and a record of progress. Your metrics will show you whether the outcomes of employee training, engagement exercise and any other talent-related communication was monetarily worthwhile.

The 10 Company Culture Metrics You Should Be Tracking Right Now

CultureIQ

And everyone loves metrics. Therefore, when searching for culture metrics, it makes sense to follow the lead of companies that have had consistent financial and operational success, or in business jargon, high-performance companies. Using these qualities as metrics to track, business leaders can finally understand whether their company is on the path to culture success. So there you have it; finally, culture and metrics can live happily ever after.

Recruiting Best Practices- Your Technology and You

HRchitect

This confidential data is stored in the system and can be used by management in creating metrics to ensure that recruiting process allows your organization to make the best possible selection and promote diversity. Metrics and Analytics. Your system can also provide metrics for a variety of reporting points including: Time to Hire. He joined HRchitect in March 2015. Written by: Bob Campagnoni.

Top 50 HR Twitterati – 2015

Workable

Learn more about the metrics and tools we used. Here’s a quick legend for the metrics we used: Number of Twitter followers. Jennifer McClure (@JenniferMcClure) May 22, 2015. pic.twitter.com/HDuRGDh1wC — Matt Buckland (@ElSatanico) June 6, 2015. link] — Reid Hoffman (@reidhoffman) May 15, 2015. CEO [link] — Ted Coiné (@tedcoine) June 5, 2015. William Tincup (@williamtincup) June 3, 2015.

Which Talent Metric Are You Routinely Hung Out to Dry For?

The HR Capitalist

Ah yes - metrics. HR needs to be more metrics driven, right? So answer this question: "Which talent metric are you routinely hung out to dry for?". You get hung out to dry for some of the widely accepted metrics that are out there. But a funny thing happens on your way to being numbers-driven as an HR pro. You give the people what they want, and the people try to hang you with the numbers you're reporting.

CAPITALIST WEBINAR! Six Ways to Make Your Recruiting/Talent Metrics More Strategic

The HR Capitalist

Flash forward 12 months since the launch of those basic recruiting metrics, and you''re bored. The FOT webinar makes it''s 2015 debut with Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires (click to register). We''ve got the metrics to show you how to do that. You know what really gets under my skin?

Leaving the Present in the Past

HRchitect

Then, look at the big picture metrics such as FTEs involved, cycle times, and quality for the entire process. He joined HRchitect in 2015 as a senior consultant and advises clients on HR technology strategy, selection, and implementation. Tech Trends Bill Buttimer business requirements configurable solutions current state current state mapping custom systems discovery Evaluation future state HCM HCM technology strategy HRchitect HRIS metrics SaaS Strategy

HR Metrics vs. Predictive Analytics: What’s the Difference?

InforHCM

It seems if you read anything in the HR field these days, there are two terms you can’t avoid: “HR metrics” and “predictive analytics”. » Performance Management Talent Optimization Workforce Management Big data business decisions HR HR Metrics Predictive Analytics talentThese. Read the whole entry. »

Recruiting Software Solutions: the Best of 2015

HR Daily Advisor

This algorithm supposedly creates an unbiased list of the best software recruiting solutions available in 2015. Instead of a traditional survey, the report was created by a computer program’s analysis of user reviews and ratings, as well as a number of metrics such as customer satisfaction, popularity, social impact, market shares, and so on. Start on Wednesday, November 18, 2015, with a new interactive webinar— Hiring Mr. or Ms. Hiring & Recruiting 2015

Cost-per-hire metrics, demystified

Workable

Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. SHRM and ANSI define this additional cost-per-hire metric. This metric can be more useful than CPH. Companies that use this metric consistently, have its one great advantage in mind. Author Dr. John Sullivan , who specializes in talent management, has long opposed its use, calling it an “evil” metric. It’s important to note that cost-per-hire is only one piece in a puzzle of metrics.

How To Build a Successful Mentoring Program

HR Bartender

One last thing to consider is developing the metrics for evaluating the mentoring program. So the metrics should correspond to those goals. Examples of metrics that can be developed include: Measures of program quality such as percentage of mentors and mentees that have met at least once per month and percentage of completion in the program. Measures of organizational impact are those metrics that help the organization achieve their goals.

How To 357

Convincing the CEO Isn’t as Difficult As You Think

HR Bartender

I’ve mentioned a couple of times that I’m going to London for Tucana’s HR Change & Transformation conference on October 13-14, 2015. They used metrics and numbers and return on investment. That’s why human resources professionals need to: Understand the key industry metrics for your organization. They are the metrics that set your organization apart from the competition. Learn how to calculate internal metrics.

Everything #HR Needs to Know About User Experience (UX)

HR Bartender

Rooted in design engineering disciplines, UX is a careful mixture of art and science that focuses on using objective metrics from real end-users to help drive design decisions. Martin] UX is focused on using objective metrics including both qualitative and quantitative evaluation methods. One of the words I’m trying to banish from my vocabulary is “easy.” Easy means something different to everyone. What’s easy to you could be difficult to me and vice versa.

How You Can Become a Simply Irresistible Organization

HR Bartender

The articles talk about developing outstanding products, killer marketing strategies, and focusing on metrics and numbers. In the report Deloitte Global Human Capital Trends 2015, you tell us that the number one talent issues are engagement, retention and culture. There are lots of articles about what businesses need to do in order to be successful. It’s true – all of these things are important. But you can’t do any of them without an exceptional workforce.

You Should Always Be #Recruiting – Friday Distraction

HR Bartender

I’ve always found the time to fill metric useful. (Editor’s Note: Today’s post is brought to you by our friends at Kronos , the global leader in delivering workforce management solutions in the cloud. Forbes recently named Kronos one of America’s Best Employers , and as one of America’s top 25 places to work in IT, Internet, software and services. Enjoy the post!). We’ve been talking for a while about the growing challenges in finding the best talent.

5 Talent Metrics Every Company Needs to Know

Saba

The question becomes what are the best metrics to show. HR Bartender, Sharlyn Lauby, breaks down five talent management metrics to get you started on the right track As the talent wars continue, it is becoming increasingly important to back up recruiting activity with numbers. It’s easy to get caught up in pages of numbers only to find that no one is reading them.

What’s Your Recruiting Competitive Advantage

HR Bartender

And we’re seeing some of the effects with increased time to fill metrics. I’ve mentioned a few times recently that the hiring market has shifted to the candidate. I ran across this article recently that talks about how more than half of organizations don’t have enough internal candidates to fill their succession plan. Maybe the situation is more than just “mention” worthy.

Sold Out: A Lesson on Event Content (and the Future of HR)

UpstartHR

SOLD OUT – #707: HR Metrics that Matter: The Process of Developing a Business Scorecard It made me stop and think, especially in light of some of the conversations I had with others at the event about what sort of content was being offered. Going back to the original intent of this post, I was glad to see the metrics session being sold out. General Legal Compliance Metrics SHRM Strategic HR

Stop Wasting Time Measuring HR Data

UpstartHR

General MetricsPlease. For goodness sake, please stop measuring HR data. See, I know why you’re doing it. You heard this “ big data ” thing it was a good idea, and you started gathering information. Then you realized how easy it was, so you started pulling together even more from a variety of sources. You’re hitting up your applicant tracking system, payroll system, and other data feeds to get what you want. I know, it’s hard to stop.

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Your Data Isn’t Magic – Friday Distraction

HR Bartender

One of the things we’ve realized over time is that looking at metrics is hard to do. (Editor’s Note: Today’s post is brought to you by our friends at Kronos , the global leader in delivering workforce management solutions in the cloud. Kronos and The Workforce Institute have released a survey showing a changing mindset about hiring boomerang employees. Very interesting data. You can check it out here. Enjoy the post!). I’m a huge fan of using numbers to make business decisions.

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Top 30 Blogging4Jobs Posts of 2015: #1-15

Workology

We are counting down Blogging4Jobs’ top 30 posts of 2015. Employee engagement was a hot topic in 2015, but what really is employee engagement and what are we engaging our employees for? How HR Metrics & Big Data Can Transform Your Hiring. #11 Unsurprisingly, overtime and off-the-clock work continued to be a big topic of conversation in 2015. I’m so happy this our top post for 2015 because it is one of the HRest of HR posts.

‘Time to Fill’—Worst Metric Ever?

HR Daily Advisor

Since “Time to Fill” is a metric determined by how much time hiring managers (HMs) take to fill a position, it’s a terrible measure of recruiter productivity. Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. Perform on metrics that matter, such as speed and quality.

What’s Your Most Useful Metric? More Results of Our HR Metrics Survey

HR Daily Advisor

In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Turnover is clearly a very important metric for the HR professionals we surveyed—78% of participants measure it. Compensation-Related Metrics. Individual participants also specified that they have compensation metrics relating to seniority and retention bonuses.

2015: a year of leadership lessons

O.C. Tanner

From leadership fiascos to unprecedented benefits policies to buzzwords that are on their way out, 2015 has been a year for leadership shifts and changes. Here are the top insights we’ve compiled to round up 2015 and prepare you for the year to come. The most forward-thinking leaders of 2015 have delivered the message that open organizations are the future. And browse their top quotes for 2015 for inspiration on leadership, achieving greatness, and more.

Presentation: Exploring the Top 5 Talent Selection Metrics for HR

Outmatch

What if a change to your metrics paid off in improved qualify of hire, return on hire, and candidate pipeline size? Explore the top 5 talent selection metrics with Cam and Greg to learn: How to identify the value of your late-stage screening tools. Fill Out the Form to the Right to View the Webinar Recording: Exploring the Top 5 Talent Selection Metrics for HR. With plenty of stats being recorded each month that will give you a deeper look into your hiring process.

Last Thoughts on 2015’s Best Software Recruiting Solutions

HR Daily Advisor

See yesterday’s Advisor for the metrics, so far, discussed. The metrics, so far, paint an incomplete picture. Start on Wednesday, November 18, 2015, with a new interactive webinar— Hiring Mr. or Ms. That being said, the following are four strategies concerning these five products based on the metrics and features discussed in this article. Join us Wednesday, November 18, 2015, for a new interactive webinar, Hiring Mr. or Ms. Wednesday, November 18, 2015.

Business Travel: Who Keeps the Points [poll]

HR Bartender

Related posts from HR Bartender: Corporate Culture: Small Changes Create Big Results – #RethinkTheDailyGrind Corporate Culture: Your Company Is a Community Performance Metrics: Beyond the Numbers. Loyalty points are all the rage. My credit cards offer points. The airlines and hotels I use offer points. There’s even a new one called Plenti that offers points on everything from gas to my phone bill. You get the point (no pun intended).

HR Analytics: Start with the Story

UpstartHR

In one of my jobs I had to report on turnover metrics on a monthly basis. General Metrics StorytellingBack in college I wrote a ton of papers for various classes. Without fail, my writing process would look like this. Read some of the research available and form an opinion. Write an essay based on that opinion. Go back and find data to back up my essay’s key points. Get about 95% finished and realize that the paper didn’t turn out like I wanted it to originally.

Data Conversion Essentials

HRchitect

Some of his experience includes development of dynamic dashboards for HR metrics for leaders in the 5th largest healthcare organization in the country. Michael has also given talks regarding reporting and HR metrics at a variety of conferences. Written by: Michael Sischo. Data conversion is never easy.

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Outdated Hiring Measurements Should Be Augmented With State-of-the-Art Metrics

Outmatch

Reproduced with permission from Human Resources Report , 33 HRR 633 (June 15, 2015). Copyright 2015 by The Bureau of National Affairs, Inc. June 9 — Measuring speed of hire and cost of hire is outdated, as those metrics no longer define an effective hiring process, Greg Moran, CEO of software firm Chequed.com , told Bloomberg BNA June 5. Identify Metrics That Drive Performance. 800-372-1033 ) [link] www.bna.com. By Caryn Freeman.

Talent Acquisition Systems Effect on the Candidate Pipeline

HRchitect

Access to social media outlets, company branding, workforce planning, advanced metrics, easier integrations and more. Written by: Reggie Wilson. When the term “pipeline” is referenced in business practices today, most assumptions will center on activities in the sales and business development realm. The sales pipeline is widely regarded as the lifeblood of any growing enterprise and, as a result, the emergence of Customer Relationship Management (CRM) software has exploded.

Use 'The Interruption Strategy' to Tackle the Diversity Gap

Cornerstone On Demand

In her Harvard Business Review article, “ Hacking Tech's Diversity Problem ," Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. Step 2: Identify Key Metrics. Once you've identified a problem, you must identify your metrics. Once you have determined a point of bias and related key metrics, it's time to experiment.

Recruiting Metrics that Measure Greater Company Health

Entelo

Indulge me in my assumption that you've spent a not inconsiderable amount of time trawling the blogosphere for advice on recruiting metrics. And while recruiting metrics are a great way to execute some internal PR and demonstrate your worth, I will implore you to think bigger about the utility of recruiting metrics. What recruiting metrics do you use to help you assess organizational needs? Recruiting Metrics

A Day in the Life of a Diversity Manager

Cornerstone On Demand

Armed with metrics for unconscious bias, our clients can convince even the most ardent skeptics that there is a problem, take data-driven action and make diversity an organization-wide commitment. The need for more diversity in Silicon Valley is no secret — recent demographic reports from large companies like Google, Facebook and Twitter show large gaps in both gender and ethnicity.

Changing is NOT Transforming!

Cornerstone On Demand

Each, change processes and transformations, requires an understanding of the ‘As Is’, as well as a sense of urgency and a set of metrics for success. Lastly, having a good set of metrics, for baseline purposes as well as to show progress is essential as you engage in either a change process or a transformation. So let’s say you are helping a child with their science homework and so you reach for Google.