As Heather said there has been lots of discussion (here, here, here, here, and here) recently on recruiting metrics and the quality of a hire. Andrew Marritt provides a very interesting perspective on why quality of hire is even only appropriate in a limited number of circumstances.
All in all a fantastic discussion. But what does it all mean?
A metric should not be used in isolation, not all metrics are suitable for all circumstances and the biggest you have to be able to compare apples with apples, not oranges. Let’s not forget that at a base level your data must be accurate.
But let’s also look at the whole discussion from a information management point of view. A while back I saw a breakdown from the Meta Group on Workforce Information Management that highlighted the typical 5 categories that organisations go through when implementing workforce analytics. These were:-
- Information distribution
- Metric delivery
- Contextual embedded analytics
- Correlated analytics
- Predictive modelling
The discussion to date on quality of hire seems to be focused around the need for correlated analytics and predictive modelling, while the tools and methods available today a more focused on metric delivery. Therefore a gap in what we want to deliver and what our tools and technique enable us to deliver.
Correlated analytics allows us to relate workplace information with overall enterprise data that then allows us to understand the impact of workforce investment. A typical example of this would be the impact of turnover within a job grouping on revenue. While predictive modelling would allow us to generate views of the future using time-sliced data in multi-scenario analysis. Such as a 1% increase in employee satisfaction will result in a reduction of time to fill by 10% and a 2% reduction in turnover within six months with the related linkages to revenue and bottom line profits.
Now with most organisations stuck at the bottom two levels when it comes to their analytics programs it is no wonder why we are unable to meet the demands on how to articulate the success of recruiting. The question we really need to ask is when will we have the tools and methods to move up the value change to deliver these more advanced reporting environments? We need vendors to deliver real solutions that are usable in a majority of organisations, not just in brand new installations or those on the bleeding edge.