Simple Steps to Demonstrate Recruiting's Value
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There are many ways to gauge the effectiveness of an organization's recruiting process. Tight competition for today's employees is forcing employers to become savvier in their recruiting processes.
It has become more and more difficult to find qualified and competent employees. On average, organizations that do a better job of attracting, developing and retaining highly talented employees earn a higher return to their shareholders.
We will discuss some of the techniques recruiters are using to measure the effectiveness of their recruiting programs.
Why? Who Cares?
Understand How to Determine Recruiting's Value
- What Are the Organizational Benefits of Great Recruiting?
- What Are the Organizational Detriments of Bad Recruiting?
- What Is the Impact on You If You Deliver Good or Bad Recruiting?
- What Is the Impact on the Rest of the Human Resources Department If You Deliver Good or Bad Recruiting?
- The ROI of Recruiting
- What Is Good Recruiting
- Define a Good Employee
- What Are the Benefits of Better People?
Analyze and Report
- Set Performance Targets
The Benefits to You
- Cost per Hire
- Time to Fill
- Interviews per Offer
- Offers per Acceptance
- Cost of Turnover
- Productivity Indexes and Value (Profit)
- Customer Satisfaction
- Changes in Customer Satisfaction
- Sales Volumes
- Changes in Sales Volumes
About The Presenter
- Your Job Stability
- Your Promote-Ability
- Your Employ-Ability
- Has run The Wentworth Company, Inc., one of the most progressive and durable recruiting operations in the country since 1984; has been a headhunter since 1979
- Was corporate manager of compensation and affirmative action for TOSCO Corporation, 1976 to 1979; personnel director for Carte Blanche, 1973 to 1975; compensation supervisor for Mattel, 1975 to 1976; and has been designated a senior professional in human resources by the Human Resources Certification Institute
- Wentworth Recruiting was created in 1984; Wentworth was the first company to offer on-site contract recruiting in Southern California; since then, under John's guidance, the company has pioneered many of the key recruiting innovations of the past 25 years, most particularly the application of predictive analytics to talent management
- Served as the president of the San Pedro Peninsula Hospital Foundation and the Professionals in Human Resources Association (PIHRA) Foundation, served on the board of the Catalina Conservancy Divers, was the chair of the Westside Center for Independent Living Computer Training Project Business Advisory Council and a member of the parent organization's Board of Directors
- Served as a founding member of the City of Los Angeles Board of Taxicab Commissioners, later, served for a year as President of the Board of Harbor Commissioners for the Port of Los Angeles
- For three years was the President of Infragard-Los Angeles, an FBI-private sector partnership concerned with terrorism-related physical and cyber threats; most recently served on the board of directors of the Duke Media Foundation
- Currently serves as the chair of the board of PortTechLA, a maritime industry focused business incubator; also a member of the Board of the Angels Gate Cultural Center
- Graduate, communications degree, Boston University
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