It used to be really easy to be able to measure a recruiter's performance. All you had to do was total up the amount of calls made, the quantity of client visits attended, the number connected with new jobs stimulated and most importantly the amount of placements that that they made.
Currently a number of industry verticals are reaping the use of being able in order to measure and evaluate performance in lots of new and exciting ways from the move online however for recruitment agencies measuring sales activity is proving to become bit more challenging task.
Noise v silence?
These new recruiters entering the market are now more likely to be interacting through mobile, social networks as well as email which are now seen to be just as successful as picking up the phone as well as making call immediately after call to employing managers.
Once again it comes back to the debate of the traditional vs. modern methods however. If your traditional recruiter who has already made 50 canvas calls is sitting almost a new school recruiter who hasn't designed any calls, who will be the most successful?
The new classes recruiter in once could have connected with 20 new appointing managers, checked their list on Twitter for any new potential vacancy chatter and of three new target companies looking for help with their recruitment or progress challenges. All which is hidden and silent towards recruitment manager the cause of evaluating performance.
Drop in performance
Needless to say this issue isn't so much of a matter when both forms of recruiters are generating placements and striking target. However if they start to struggle and their figures take a dip what KPI's seeking to measure performance should you can't hear as well as help them with their sales calls?
Just trying to help
Any recruitment manager or owner has no idea about how the recruiter is actually communicating and using their facebook and myspace channels. Before if you could listen to them to the phone it was easier to action in and offer advice however it isn't quite so easy with the different recruiters entering the market. They are gonna be much more happy with communicating on the net and using support systems to publish vacancies and the most up-to-date information which whilst making it easier for these to qualify exactly who to target, makes it very difficult with regard to managers to evaluate performance.
The best methods of social recruitment from the sales perspective continue to remain a fuzzy area and they are tricky to watch. And just to the record, no we wouldn't advise requesting your employees myspace or facebook logins (despite the fact that some companies have already done just that).
We'd like to hear your ideas. What KPI's don't you use to keep an eye on your recruiters clientele activity online?
Author Resource:
Jonathan writes about recruitment software. Firefish Software provides high quality recruitment software and applicant tracking software which supports recruitment agencies and corporate employers. For more info please visit http://www.firefishsoftware.com.
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