The adoption of e-Recruitment systems in the Australian market has reached a point where the market could reasonably be described as mature. Many organisations in both the private and public sectors have made significant investments establishing an in-house recruitment capability, supported by enterprise e-Recruitment systems. But what is the true measure of these investments demonstrable return to organisations?
Intuitively it would seem that by taking a manual system and automating it through the application of technology, considerable process efficiencies can be achieved. In this scenario a key measure is Time to Hire. The next logical step in the value chain is to leverage the sourcing capabilities of the internet and social media sites to reduce an organisations reliance on external recruitment providers. The defining metric here is Cost per Hire.
However, as the market has matured, most organisations that have adopted in-house recruitment solutions have already reaped the benefits measured by these metrics. The next challenge for these organisations is to identify how the recruitment function can help achieve their key Talent Management challenges. Attracting, retaining and developing the best people, is becoming an integral function that will enable organisations to meet strategic objectives. This focus now moves the return expected from in-house recruitment teams from quantitative measures (reduction in time and cost) to a qualitative measure. The key metric for this value leap is being termed Quality of Hire.
Quality of Hire is a much more difficult measure to define. In recruitment parlance it could be described as ‘person/ job fit’. But it is much more than that as it is a measure of not just a person’s fit for a specific role for which they were recruited, but the next role after that and the organisation as a whole. It is a measure that moves the focus from just finding people to taking a more holistic approach and looking at who are the right people for the organisation.
The importance of the assessment process that an organisation uses becomes crucial when looking at Quality of Hire as the focus needs to move from assessing skills and experience to attitudes and behaviours.
The challenge for e-Recruitment Solutions providers in 2011/ 2012 will be how they support in-house recruitment teams to deliver Quality of Hire.
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