Read Why do business professionals choose ready-to-use KPIs? to find out the answers to these questions:
Selection of candidates is one of the tasks one immediately associates with the HR hire domain. People from HR department carry out the task of recruiting and screening the lot of applicants according to the pre-set criteria.
Stating it in other words, because the job of filtering the available pool of talent requires a specific set of traits, employees who carry out this activity should be assessed for their performance.
One of the ways by which this can be done is creating a balanced scorecard for this purpose. This strategy depends on selecting the indicators and metrics that can reflect the movements in desired direction. By evaluating the HR hire process in the light of these measurable factors, it is possible to continuous improve the hiring procedure. After sometime, one becomes adept enough to develop an extremely efficient and capable workforce. This is needed because at the end of the day, people run the organizations and not machines or techniques.
Moreover, the fact that 'values and numbers cannot be denied or neglected' makes this tactic even more useful and apt to be put into organizational operations. Consequently, it has been utilized by companies from almost every industry and sphere.
This is the actual scorecard with Recruitment Metrics and performance indicators. The performance indicators include: "Accession rate", "Staffing yield", "Internal hires", "Referral hires".
How is this book different from 796 other book titles about KPIs on Amazon?
"Before writing a single line, I formulated some guiding principles, one of them was: "If our clients ask, "How can I find a good KPI for..." - I want this book to provide a perfect answer."