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Archive for performance and KPI’s

Is your team normal?

In the last post on KPI’s I promised to help you work out if your team was ‘normal’. Before I do that, a few caveats:

  • This is about results, not behaviours although behaviours usually lead to results
  • ‘Not normal’ means you have a way to go but there is a strategy!
  • ‘Normal’ does not mean your job is done. World-class is significantly better than normal

First of all what do I mean by normal?

Simply the statistical normal distribution curve of proven behaviours.

This is not about being judgemental or deviant behaviour – it’s just about what you’d expect if you tested or assessed a group of people; a class of reception children, computer usage amongst a random group of adults. In other words it’s about a normal distribution curve.

In any team it’s unlikely you’ll have a group of superstars. Not impossible (see world-class comment earlier) but unlikely. What’s likely is that you’ll have most of your people just under or just over target some of them well over target (good stuff) and some well under (less good). Read More→

Recruiter KPI’s – it’s not what you do, it’s the way that you do it…

This is my next to final blog on recruitment KPI’s. Next time I’m going to give you a simple device for measuring your team or business performance and finding out whether it fits a ‘normal’ spectrum but today it’s all about quality – how’s yours?

By now you’ll know my views on the importance of having recruitment KPI’s, keeping them fresh to suit the market and the desk and putting them in the hands of your consultants.

So I’ll turn to the quality of the KPI’s that recruitment consultants deliver.

Typically I’d expect an average recruiter to deliver one placement from 7 – 10 first interviews and two placements from 5 – 6 second interviews. I’d expect a good temp, freelance or contract recruiter to fill 80 – 90% of the requirements they take on. Skilled perm recruiters will do more placements for the same number of interviews and skilled temp recruiters will fill pretty much most of their roles.

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KPI’s – why coaching not telling works in recruitment businesses

It strikes me that where you put the responsibility for delivering and collecting KPI’s is where that responsibility will stay.

If you make it your responsibility to collect, from your system, your KPI’s and deliver them to your recruiters, whilst they might worry a little whether they have hit them or not, they cannot really be completely in control and will always be waiting to know whether they have done ‘well’ or ‘badly’ that week or that month.

Think about when you are most effective…is it when you are not in control? Unlikely. All the evidence shows that when you have autonomy and control over your work – or indeed your life – is when you feel most energised and take most responsibility. So, why do we do the opposite with our recruitment teams?

Just try changing it and see what difference it makes to your productivity. Here’s how to do that.

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Are you KPI-fit?

Measuring recruitment KPI's. Photo aussiegall.

I am inspired to blog on KPI’s! But surely I hear you cry  …inspired and KPI’s in the same sentence is an oxymoron? I don’t think so actually. And I have three things to say so watch out for this and 2 following blogs.

One – there seems to be a big fuss about KPI’s in our industry. Recruiter’s are queuing up to work in a non KPI-driven environment.

But we need KPI’s to become more professional and better at running our businesses.  No-one would ever say a manufacturing business shouldn’t count how much raw material it had or how much labour it needed to run its factory. No-one would ever say that a retail business shouldn’t worry about how many customers come through the door or whether its shelves are filled. Read More→