Essentially I'm trying to identify if there are any typical benchmarks,
industry standard, as it relates to recruiting.  Not necessarily data,
but the actual metrics themselves.  The only example I can think of is
like and Order to Fill cycle time, Recruiter FTE / Total Requisition
ratios, etc.  Basically metrics that identify the performance of the
overall recruiting organization.  If it doesn't make sense or you don't
have it, don't worry too much.  I am also pinging our internal folks as
well.

Hello dreingold-ga,

There is a general consensus in the human resources community that
measuring the effectiveness of recruiting activities is very
important. Fortunately there are lots of resources available to help
you develop metrics and surveys that have collected benchmarking
information. I?m providing you with a selection of articles that will
help you get started.

Best wishes for your recruiting efforts.

~ czh ~


http://www.e-hresources.com/Samples/sample8.html
Sample Question - Recruiting Metrics

QUESTION
We are looking for industry benchmark metrics to gauge our performance
in direct hire recruiting and staffing for the many clients we serve.
The clients we serve are primarily in the aircraft/aerospace, power
generation, turbo machinery, electronics, chemical process and
telecommunications industries. Metrics accumulated from these specific
industries would be ideal, however, we recognize that collection and
measurement usually is not industry specific. In addition, we are
interested in measuring our performance against other firms
(competition) performing recruiting, staffing placement services, as
well as, performance metrics against traditional in-house employment
departments. If metrics are available on a geographic basis, we would
be interested in central U.S.

***** The Answer to this question gives you some common metrics and
also provides links to additional sources of information on this
topic.

-------------------------------------------------


http://www.e-hresources.com/Articles/April2004.htm
The Metrics of Recruiting

In the 2002 SHRM/EMA Staffing Metrics Study, SHRM found that 84% of
the respondents felt that a metric that measures the cost to hire a
new employee was high or extremely high in importance to their job.

Any impact on the bottom-line will get the attention of senior
management if you can show the metrics.  Since there isn?t a universal
formula for calculating recruitment costs, you will need to determine
what costs you want to track and attribute to your hiring.  There are
many direct and indirect costs that you may consider including in the
calculation.  Below are some of the basic costs that you need to
consider:

***** This article gives you a long list of possible metrics you might want to use.

-------------------------------------------------


http://www.staffing.org/articles/frameworksandmetrics.asp
Frameworks & Metrics: The Basics

Metrics keep score. They are not an end in themselves, but in the end
they must be calculated. They are the ultimate arbitrator, the final
judge of performance. Not all numbers are metrics; real metrics
 -- Measure results associated with customer defined performance objectives 
 -- Are limited to 3 ? 5 for any outcome or result 
 -- Drive continuous performance improvement 
 -- Are easy to calculate 
 -- Are easy to compare 
 -- Are periodically reviewed and refined 

Here are some metrics to help you get started: 

***** This is an excellent long article that gives you some specific
suggestions on developing recruiting metrics.

-------------------------------------------------


http://www.staffing.org/surveys/
If you are interested in the results of the 2003 Survey we encourage
you to order the 2004 Recruiting Metrics and Performance Benchmark
Report. It is based on comprehensive data from almost 2,300
organizations in 58 industries and includes a metrics guide and
PowerPoint presentation.

http://www.estoreservices.com/store/detail.aspx?ID=45794&Affiliate=24
2004 Recruiting Metrics and Performance Benchmark Report
VERSION 2.0
Revised Edition October 2004
Updated to include January 2004 ? August 2004 Recruiting Efficiency
Ratio from over 100 organizations
Order now to buy at our price of $195.00.

This report will give you up to date information about common metrics
in recruiting and benchmarks from the field.

-------------------------------------------------


http://www.careerxroads.com/HRMetrics20003notes/
METRICS RULE! (NOTES)

Staffing.org and the HR Metrics Consortium released its 2003
Recruiting Metrics and Performance Benchmark this past month. It is a
30 page report laying out (in some cases for the first time) dozens of
process, performance and quality measures with excellent comparison
data. The report covers 2002, 1st qtr. 2003 and the Consortium plans
to continue through 2003 to update its survey efforts quarter by
quarter.

***** This article gives you some of the highlights of the report if
you don?t want to buy it.

-------------------------------------------------


http://www.findarticles.com/p/articles/mi_m0FXS/is_1_82/ai_96057475
The Right Recruiting Metrics

Mike Sweeny, of T. Williams Consulting Inc., says that recruiting
metrics are the building blocks upon which recruiting decisions,
strategies, and plans are built. Without these items, it is impossible
to develop a meaningful recruiting strategy or determine the
effectiveness of that strategy.

Companies commonly rely on the following five standard measurements of
recruiting effectiveness:

 -- Source distribution: Number of job applicants and new hires per
recruitment source.
 -- Time-to-fill: Number of days between when a new job requisition is
opened and when a candidate accepts an offer.
 -- New-hire quality: A performance assessment conducted during an
employee's first 90 to 180 days on the job.
 -- Customer satisfaction: Refers to the average hiring-manager rating.
 -- Recruiting cost ratio (developed by Staffing.org): Requires
figuring the total recruiting costs, and then dividing by the total
compensation recruited.

-------------------------------------------------


http://www.erexchange.com/articles/db/1C703C7D7942410ABAC2AC28B698FE84.asp
The Top Strategic Recruiting Metrics

Metrics are becoming more and more essential for successful recruiting
managers. Unfortunately, most metrics that are regularly used in
recruiting cover administrative rather than strategic areas.
These are my top recommended strategic ? as opposed to administrative
? recruiting metrics:

***** This article by Dr. John Sullivan provides you an interesting
list of metrics that an organization could use to evaluate its
recruiting effectiveness.



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recruiting metrics

On the money and showed strong knowledge of the subject area