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Metrics for Evaluation of Recruitment Organizations

The Agenda. About Accenture Recruitment at AccentureThe IDC Recruitment ModelThe extended recruitment organizationThe importance of recruitment metricsGetting the right metricsUsing the balanced scorecardA sample detailed scorecardMetrics for the extended recruitment organizationThe Success of IDC Executive Hiring:- A case in pointThe role of sourcing partners.

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Metrics for Evaluation of Recruitment Organizations

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    1. Metrics for Evaluation of Recruitment Organizations Prithvi Shergill HR Lead, Accenture India Delivery Centre

    3. About Accenture Consulting, Technology, Outsourcing Revenues FY04 $13.67 billion (37% outsourcing) Market Capitalization ~ $25bn Employees, clients and engagements More than 100,000 employees; 110 offices in 48 countries 4000+ clients on nearly 18,000 engagements over the past five years Investment $391mn in training (3.3% of revenues) and $250mn on R&D in FY03 Intellectual Property Issued 100 patents in the last 3 years, 950 applications pending Recognition 50th best Global brand by Business Week 2004 9th in 2004 BusinessWeek InfoTech 100 List

    4. Recruitment at Accenture High Performance. Delivered. ! Point 1.1 Can mention no. of hires/month 1.2 can tell the exec nos. per month (arnd 20) as example 1.4 The august story can be givenPoint 1.1 Can mention no. of hires/month 1.2 can tell the exec nos. per month (arnd 20) as example 1.4 The august story can be given

    5. The IDC Recruitment Model

    6. The Extended Recruitment Organization

    8. Getting the right metrics How to arrive at metrics for your organization: Identify broad dimensions which we need to be best on. Incorporate business priorities Determine which metrics affect the areas identified, Assess your present situation- numerical current status Benchmark what others are doing in terms of the specific metrics you choose. Decide where we want to be on those metrics Draft and implement an action plan with built in mechanisms to track progress Relate HR results to business results: Show business an updated report (via metrics) on how HR has contributed to their success.

    9. Getting the right metrics (contd.) Using the Balanced Scorecard

    10. Getting the right metrics (contd.) A sample detailed scorecard

    11. Metrics for the Extended Recruitment Organization

    12. Been there, Done that ! IDC Executive Hiring- A case in point

    13. IDC Executive Hiring (contd.) E.g. for 1.2.4: Sudden demand raised for some niche profile, or sudden demand only in some particular technologies, payroll compliance, effective use of interview bandwidthE.g. for 1.2.4: Sudden demand raised for some niche profile, or sudden demand only in some particular technologies, payroll compliance, effective use of interview bandwidth

    14. IDC Executive Hiring (contd.) Cycle Time Reduced

    15. The role of sourcing partners Point 1.1 Can mention no. of hires/month 1.2 can tell the exec nos. per month (arnd 20) as example 1.4 The august story can be givenPoint 1.1 Can mention no. of hires/month 1.2 can tell the exec nos. per month (arnd 20) as example 1.4 The august story can be given

    16. What gets measured gets managed !

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