KPI's can certainly cover a broad spectrum dependent on your goals and needs. We'll often see our customers look to track key metrics such as Submittals, Interviews, and Placements. This often relays back to my employees as well so that I may stay on top of my team regarding these KPI's. Reporting on this type of data will allow you to track daily/weekly/monthly efficiency across your team. The value here, is that I can further narrow the scope of my search to see week over week, who are my top performers and
who still needs a boost.
While this data is very insightful for the overall picture, it may be missing any efficiency indicators. For instance, what if my senior recruiter, Suzy sends out 5 offers in a month but my junior recruiter Bob sends out 15, is Bob inherently the harder worker here? Not necessarily, as you may be asking, well of those offers, what was the conversion rate to placements? Perhaps for every 5 offers, 4 are placed for Suzy while for Bob, despite his 15 offers, only 2 candidates actually signed on. This is where ratio reports will really come into play to drive home the process of what is and is not working. This allows allows me to know on an aggregate, let's say it takes 50 candidates, 25 phone screens, 10 interviews and 3 offers to make a placement. I'll know know right away when investigating a position, if we're short on these numbers, we're likely going to need to bolster our pipeline in order to fill this requisition on time.
Video Walkthrough - KPI Reports