埃森哲 - Metrics for Evaluation of Recruitment Organi

MetricsforEvaluationofRecruitmentOrganizationsPrithviShergillHRLead,AccentureIndiaDeliveryCentreTheAgenda•AboutAccenture•RecruitmentatAccenture–TheIDCRecruitmentModel•Theextendedrecruitmentorganization•Theimportanceofrecruitmentmetrics•Gettingtherightmetrics–Usingthebalancedscorecard–Asampledetailedscorecard•Metricsfortheextendedrecruitmentorganization•TheSuccessofIDCExecutiveHiring:-Acaseinpoint•TheroleofsourcingpartnersAboutAccenture•Consulting,Technology,Outsourcing•RevenuesFY04$13.67billion(37%outsourcing)•MarketCapitalization~$25bn•Employees,clientsandengagementsMorethan100,000employees;110officesin48countries4000+clientsonnearly18,000engagementsoverthepastfiveyears•Investment$391mnintraining(3.3%ofrevenues)and$250mnonR&DinFY03•IntellectualPropertyIssued100patentsinthelast3years,950applicationspending•Recognition50thbestGlobalbrandbyBusinessWeek20049thin2004BusinessWeekInfoTech100ListRecruitmentatAccentureHighPerformance.Delivered.!•TruebusinesspartnersupportingstupendousgrowthattheIndiaDeliveryCentres(IDC)AddingasmallorganizationeverymonthMajorityofitaroundlateralhiring:Experiencedprofessionalswithdeeptechnicalexpertise(functionalanddomain)Recruitingacross100+skillswithabigchunkonpremiumtechnologiesCateringtobumpydemandwithhugefluctuationbasedonbusinessneeds•Extremelyfocusedonhiringquality,timeandcost•Alwayson-the-toesandreadytomeetchallengeswhenevertheycome•Poweredbymetric-drivenplanningandexecution,churningoutsuccessstoriesregularlyTheIDCRecruitmentModelKeyfeaturesofthisModel:ActiveuseofmultiplesourcestoprovidecontinuoussourcingofCVsUseofchannelexpertsensuresdeepestpenetrationofchannelDedicatedteamsforcampusandexecutivehiringUseofskillexpertsforlateralrecruitingAccentureFunctionalRecruitmentModelSourcingCampusInternetAdvertisementsAgenciesEmployeeReferralChannelExpertChannelexpertChannelExpertChannelExpertChannelExpertLateralHiringTeamSkill1Skill1Skill2SkillnSkillnRecruitingExpertRecruitingExpertRecruitingExpertChannelExpertCampusHiringteamExecutiveHiringteamINTERFACEONBOARDINGTheExtendedRecruitmentOrganizationCORERECRUITINGTEAMCampusInternetExpertInternetHRBackofficeteamDemandManagementTeamChannelPartnersInterviewCollaborationTeamfrombusinessThepartnersofthecorerecruitingteamActionMeasurementisthelinkbetweenthetwoMeasure&AssessStrategyTheimportanceofrecruitmentmetrics•Metricsdrivebehaviourandactions•Metricshelprelaterecruitmenteffortstobusinessresults•MetricshelpRecruitmenttomaximizereturnoninvestment(time,effort,andcost)GettingtherightmetricsHowtoarriveatmetricsforyourorganization:1.Identifybroaddimensionswhichweneedtobebeston.•Incorporatebusinesspriorities2.Determinewhichmetricsaffecttheareasidentified,3.Assessyourpresentsituation-numericalcurrentstatus4.Benchmarkwhatothersaredoingintermsofthespecificmetricsyouchoose.5.Decidewherewewanttobeonthosemetrics6.Draftandimplementanactionplanwithbuiltinmechanismstotrackprogress7.RelateHRresultstobusinessresults:Showbusinessanupdatedreport(viametrics)onhowHRhascontributedtotheirsuccess.Gettingtherightmetrics(contd.)UsingtheBalancedScorecardInternalBusinessProcesses“Tosatisfyourshareholdersandcustomers,whatbusinessprocessesmustweexcelat?”Customer“Toachieveourvision,howshouldweappeartoourCustomers?”Financial“Tosucceedfinancially,howshouldweappeartoourShareholders?”LearningandGrowth“Toachieveourvision,howwillwesustainourabilitytochangeandimprove?”CompanyTargetStatusProcessAuditcompliancescoreLearning&growthSuccessfulimplementationofnewideas/innovationInterviewerassessmentandtrainingVendorassessmentandtrainingFinancialSourcingcost/payrollcostCustomerCostperHireHiringtime:DemandfulfilmenttimeQualityofhire(Supervisorsatisfactionindex)ChannelandcandidatesatisfactionindicesInternalbusinessprocessesPass-throughrates/pipelineratiosProcessDocumentationindexResourceutilizationTeamassessmentandtrainingRecruitmentcost/payrollcostCompensationalignmentindexGettingtherightmetrics(contd.)AsampledetailedscorecardMetric*Dimension*Notacomprehensivelist-willvarywithorganizationandstructureMetricsfortheExtendedRecruitmentOrganizationCORERECRUITINGTEAMCampusInternetExpertInternetInterviewCollaborationTeamfrombusinessHRBackofficeteamDemandManagementTeamChannelPartnersMeasures•Volume,•Throughput•ResponsetimeMeasures•Accuracyofreporting,•ReportcomprehensivenessMeasures•Interviewbandwidthtime•Cancellation/reschedulingrateMeasures•Clarityofdemand,•Timelyavailability/VisibilityprovidedBeenthere,Donethat!IDCExecutiveHiring-Acaseinpoint•TheContext:•Increasedfocusonexecutivehiringtobuildleadershiptosupportgrowth•Needforqualitysourcingandprocessingwithlowturn-aroundtimes•Wherewewere(Jun-Jul’04):Abilitytorecruitaround10-12executiveswithlowflexibilityProcessingcycletimeofaround54daysGreaterrelianceonexternalandcostlychannelsforsourcingNeedtoidentifyfocusareasforimprovementbymeasuringeachaspectofperformanceIDCExecutiveHiring(contd.)•Andthejourneybegan:TriggeredbyquantifyingeachaspectofExecutiveRecruitmentAsetof20+metricsrevolvingaroundHiringtime,costandqualityBusiness