At the core of any global development organization's success is the people who work there. Finding, hiring and keeping the right talent should be a top priority for any executive or human resource professional. However, developing an efficient — and effective — recruitment strategy can be challenging in a resource-constrained environment where organizations are expected to do more with less.
Recruitment metrics — historical, real-time and predictive — can facilitate this by allowing an organization to assess the effectiveness of its recruitment strategy and target their limited funds accordingly. Traditionally the most commonly used metrics for recruitment focus on cost and process efficiency as opposed to the impact and value of talent acquisition to the organization.
At the HR Tech World Congress in Paris in October, leaders in the talent acquisition space gathered to share best practices and new innovations transforming the way organizations are attracting and retaining people. While linking talent to impact can be difficult to quantify, here are six recruiting metrics you should be (attempting to) measure and understand to inform your recruitment strategy.
About the author
Emma Smith@emmasmith_bcn
For four years, Emma Smith covered careers and recruitment, among other topics, for Devex. She now freelances for Devex and has a special interest in mental health, immigration, and sexual and reproductive health. She holds a degree in journalism from Glasgow Caledonian University and a master’s in media and international conflict.
