Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
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- Talent Acquisition KPI Scorecard
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- 1. Status Enhanced employee referral program go live in Q2 SEO solution delayed to Q4 because of contract negotiations Productivity per Recruiter increases after training investment last year Technology Blueprint and SOW completed for new global ATS April: Talent Acquisition Monthly Scorecard Key Performance Indicators Goal/Plan Actual Trending Speed 50 days Cost 2.5k Quality 78% Customer Satisfaction 80%+ Challenges FY Initiatives / Investments + to Goal < 10% of Goal > 10% of Goal • Speed = Core Technical roles in Texas and Germany problematic. Too many interviews and 2 groups extended delays in responding to TA. • Quality = First year attrition issues in sales roles, particularly in the Solutions Group • Customer Satisfaction = While above goal by 4% the Sales Organization is causing trending down. Opportunities & Plan • Speed = Working with SVP on plan to optimize interviews and reduce the decision time. Meeting scheduled 4/5 • Quality = Partnering with Talent Management & Business to create better interviewing/assessment guides. Additional onboarding tweaks being made by Talent Management. Targeting Q3 release. • Customer Satisfaction = Keeping an eye on this and setting expectation with leadership that we will not be trending up until after Sales issues resolved after Q3 On Track Off Track On Track On TrackView More
Talent Acquisition KPI Scorecard
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s). Rather than just continue to have those convers