Five Indicators that You Need an Executive Search Partner

Talk about life being a full-circle! I started in recruiting in 1992 and eventually went into executive search running my own business. In 2005, I had a client recruit me to build an internal recruiting function because they were spending millions of dollars every year on external search; and for the last twelve years, in two Fortune 500 companies, I have worked tirelessly to bring recruiting in-house. Now here I am, back in executive search,…

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Metrics that Matter: FlowThrough

Continuing our series reviewing Talent Metrics that Matter.  In this post we’re going to review flow through rates. Flow through rates are an excellent way to measure multiple steps in a process.  It measures the level of efficiency of each step in the process by percentages from one step in the process to another.  In a recent example with one of our clients they engaged us for our Process Improvement Service Offering. Below is a flow through ratio…

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Metrics that Matter: Quality part 2

This is the second part of our series reviewing Talent Metrics that Matter.  In our first post we focused on Hiring Manager satisfaction of their experience.  In our second post we are going to look at an often neglected area of Quality of Candidate Experience. As we stated in our previous post we are looking to have the candidates share their voice of their experience as they have gone through your hiring process.  This is…

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Talent Metrics that Matter: Quality

In our recent posts about Process Improvement | 3 steps to Leaner processes and 2017 | Diagnostic Time! we touched on approaches to improve the effectiveness of your function.  We also offered our thoughts on Maturity Models > Maturity Model | How Mature is your function. In our next series we are going to be reviewing Talent Metrics that Matter.  These are our perspectives on metrics that any talent management function should be consistently evaluating, benchmarking, and improving upon. We’re…

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