II To achieve a truly data driven approach to recruitment, we must embrace a new KPI that combines the quality of candidates being recruited, and the quality of the recruitment process, I

I think the metrics discussed are of limited value, and here's a quick summary of why:

• Firstly, when using these traditional KP ls recruit­ment teams are set standard "one size fits all"targets. The targets do not consider whether theywill improve hiring for a specific role.

• Secondly, more and more recruitment leadersagree that Recruiter and Hiring Manager collabora­tion is a key driver in improving recruitment.However, when was the last time you heard of aHiring Manager being involved in setting KPls? And,the KPls never assess the Hiring Managers contribu­tion to or perception of the recruitment process.

• Lastly, where is the proof that these typicalmetrics really help deliver a data driven approachto recruitment? Because I don't see any.

Earlier, I said that recruitment teams are analysing and reporting on data that is easy to capture, such as the above KPls. But what does this to do improve the recruitment process? Nothing. We need to consider what we should measure to drive improvement.

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To achieve a truly data driven approach to recruit­ment, we must embrace a new KPI that combines both the quality of candidates being recruited, and the quality of the recruitment process. This new KPI would then allow us to make informed evidence based decisions.

The recruitment industry is crying out for this new

KPI so we at Talenytics developed the Hiring Quality

metric. It is calculated by combining a Candidate Quality score and a recruitment Process Quality score. Each of these scores include feedback from all involved in the recruitment process and our clever algorithms and quantitative measurements.

The Hiring Quality metric is scored, measured and reported on one easy to use tool, the Talenytics Hiring Quality Platform that can sit over any ATS or manual recruitment system.

Are you serious about data driven recruitment? Then ditch the useless, old metrics and start using Hiring Quality instead.

We would be interested to hear how or if you currently measure Hiring Quality and what you think about the recruitment metrics discussed. Or if you would like more information on how Talenytics could improve your recruitment process, then please get in touch.

7 www.tolenytics.com