I had a client ask today about metrics. How do we know if our search efforts are successful and if we’re effective?
There could have been a complex answer about call and interview stats, but for me it boils down to how many people we introduce to a client before an offer is made, and how long it takes to find the ideal hire.
Our goal is to keep that ratio low and the timeline short, so that everyone’s time is respected … so that we are like snipers hitting the right target on the first shot.
As a general rule, a successful search means that we introduced 4 or fewer candidates within 3-4 weeks and someone great was hired. When this to happens all of the following were probably true:
1) We knew exactly who we were looking for and found them
2) The hiring manager trusted our pre-qualification and didn’t need to date a dozen people before he/she knew what a great looks like
3) Expectations were realistic (the ideal candidate really exists and would take this job)
4) The company and hiring manager had real motivation to fill the job
If we send more than 7-8 resumes or we are at week 4 of a search without being close to an offer, one of these things is missing.
Whether you are a hiring manager or running a recruiting firm, you need to know whether you are on track with every search. Make sure that the answer is YES to all of the above points before investing resources and spending time chasing your tail.