When it comes to recruitment metrics, there are dozens of metrics that you can choose from. Time to hire, cost per hire, and quality of hire are all important to consider in recruitment and talent acquisition teams. But what speaks most to the heart of successful recruiters is the retention of the talent they work so hard to find.
You’ll also like: 7 HR Metrics you should be Measuring
Measure the Long-Term Value
Retention of talent measures your ability to do things the right way, not the easy way. Yes, it’s your job to place talent in open positions. But it’s also your job to find roles that people will thrive in, long-term. It’s important to find candidates who match the company values and culture.
This isn’t to say that you fully control retention, or if, ultimately, people decide to stay in a role they’ve been placed in. But according to recent research, the most common reasons workers leave a job are; not feeling valued, not being paid enough, and inadequate opportunities for advancement. So, when you’re placing candidates, place them in roles where they can feel respected and layout opportunities for advancement. At the very least, communicate clearly with your candidates about what their long-term (and short term!) goals are, along with their salary expectations.
Focus on Building Authentic Relationships
Learning about the candidate, what they really are looking for, and how they can contribute to a team or company—it’s paramount to placing them in a role where they’ll succeed long-term. What drives your candidate? Many millennials prioritize a work environment that’s mission-driven and collaborative. If those are priorities for your candidate, make sure those match with what you’re offering. Build an authentic relationship with each candidate and be honest about what is being offered. This clarity and openness will benefit everyone involved.
Consider creating a template or “questionnaire” that helps candidates reflect on and develop their ideal roles. Include things like how they work best, what type of culture they look for in a “dream” company, or what makes them feel valued. Ask about their workweek and flexibility expectations, their “absolutely not’s” for duties or company values, and about what matters most to them. What’s their priority in their next role?
Finding A Way to Work Together
Just like you’re engaging with the candidate on a deeper level, communicate with each department lead to see past what they’re looking for in the immediate term. What are the company’s performance metrics? What’s each team’s management style (largely)? How can someone succeed in their role, long term? How is success measured? Do they provide opportunities for growth, for learning? Knowing the answers to these questions helps create clarity which will give your candidates a better chance for success long-term.
Focus on building a relationship based on communication where candidates thrive in roles where they’re happy, where they’re valued, and where they stay. Clear communication will allow you to do your job better. And your retention rates? We bet they’ll be better than ever.
By using the above recruiting metrics, you can improve your approach as an enormously effective way to gauge your success. Star Staffing has recruiters in Sacramento providing flexible staffing solutions, including temporary, temp-to-hire, and direct hire placements in Sacramento, Napa, Fairfield, Hayward, and Lodi. For more details, contact us at 916-274-4543.
Did you enjoy this article? Check out these similar posts: