By
Henrik Rydén
I have studied and compared the effectiveness of recruitment processes in several International Organizations over the past 10 years. To make these studies relevant, one must first find a comparable business process and one that is quite good to use is Time-to-fill. Our studies reveal that recruitment time (time-to-fill), from job advertisement to offer acceptance, is generally about 100 days.
However, taking into account a new hire's notice and installation time, one must often add another 100 days until she/he is on the ground, performing in the role. The more senior the role and the more stakeholders involved (children in school, etc.), the more likely the notice and installation time will be longer than 100 days.
Also, what the studies I have been part of show, is that too much effort and energy are directed towards the possibility of making the recruitment business faster, and too little energy is directed towards the planning and succession components. One challenge at many International Organizations is that jobs are first advertised when the incumbent departs from the job, leaving the position literally vacant. As a result, jobs are often vacant for a very long time, lowering productivity and increasing stress for other personnel who have to cover too many additional roles.
Several organizations have started to use rosters and pools of assessed talents, “on paper in theory”, but too many of these rosters and pools are administered through software like Excel, making them inefficient and outdated. Impacpool has recently started supporting several organizations with a customized pool management tool, built to support International Organizations, click here if you want to know more having your Organization Talent Pool.
This white paper we have divided relevant metrics into three sections: Sourcing Metrics, Speed and Efficiency Metrics and Quality Metrics. This list can be extended, but we have decided to start simple. Click the banner below or here to download it for free.