As we look to ensure our sourcing function is operating as effectively as possible and to set guidelines for performance management, I would love insight as to what the community is doing to hold their sourcing team/individual sourcers accountable. What are the metrics that you and your teams hold as the highest priority and what do the quantifiable stats look like for those metrics? Hires per month? Candidates in pipeline? Candidates added to CRM? Thank you for the insight!
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Director Talent Management in Software10 months ago
We check key metrics such as time-to-fill, quality of hire, and candidate engagement. Metrics like candidate pipeline, sourcing channel effectiveness, and candidates added to the our pipeline system provide insights into the efficiency and reach of sourcing efforts. Hires per month and offer acceptance rates measure the success of the recruitment process, while diversity metrics ensure a diverse talent pool. Cost per hire is a crucial metric, reflecting the financial efficiency of the sourcing function. Regularly reviewing and analyzing these metrics allows for strategic adjustments and ensures alignment with broader organizational goals, fostering a data-driven and effective sourcing strategy.HR Director in Transportation10 months ago
One critical metrics apart from what you have mentioned to be looked at is the utility ratio - # of profiles sourced vs # of profiles interviewed. This metric talks about the value / impact on the role of sourcing team. Through this metric, it gives a greater level of opportunity for the sourcing team and the staffing / recruiting team to collaborate and to be a great partner to each other.Hope this helps!