Traditional Recruitment Metrics are Useless If metrics are supposed to give us data so that we can make recruitment more effective and efficient they have failed – badly. In most organizations, the commonly reported metrics have been relatively unchanging for months and even years. When comparing the metrics in a specific industry or occupation, the numbers fluctuate around a mean that varies only slightly. It seems that nothing has been able to move the needle on these metrics for a long time. The variations depend mostly on time of year, number of open requisitions or the experience of the recruiter. I would propose they have become constants or givens and that only some extraordinary influence or technology will change them. And therefore, they are not very useful.
Traditional Recruitment Metrics are Useless
Traditional Recruitment Metrics are Useless If metrics are supposed to give us data so that we can make recruitment more effective and efficient they have failed – badly. In most organizations, the commonly reported metrics have been relatively unchanging for months and even years. When comparing the metrics in a specific industry or occupation, the numbers fluctuate around a mean that varies only slightly. It seems that nothing has been able to move the needle on these metrics for a long time. The variations depend mostly on time of year, number of open requisitions or the experience of the recruiter. I would propose they have become constants or givens and that only some extraordinary influence or technology will change them. And therefore, they are not very useful.
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