As most of you know, we have just concluded a Healthcare Recruitment Metrics Benchmark Study highlighting key metrics relevant to a Lean, Just-in-Time recruitment strategy. As expected, since many of the key data points relied on humans to enter and validate the data, most of the participants struggled to reconcile and validate that their data was accurate. Those challenged by data integrity (or lack thereof), spent countless hours auditing the data to ensure it was accurate.
Of course the only way to ‘nip this issue in the bud’ is to ensure that the data is accurate at the transactional level, hence the often used IT cliché – - Garbage in, Garbage out!
While I know this is not a profound revelation, why do most organizations still struggle to capture accurate recruitment metrics?
From my experience, the root of the issue is three-fold:
- Educational – Key staff members must understand the importance of capturing accurate data and what POSITIVE things result from ensuring the data is accurate. It is only when you answer the question – What is in it for me? – that you typically start to see improvements in data integrity. Some of the POSITIVE results of capturing clean data:
- Enables the organization to develop performance improvement initiatives to save their organization time, money, and allow the teams to get more done in LESS TIME.
- Allows the team to be able to quantify the ROI of their services to the organization. Makes us look good!
- Quantifies the amount of work they actually perform!
- Accountability – While I like to point out the POSITIVE reasons of capturing clean data, at the end of the day the recruiters need to be held accountable and measured on their ability to perform this task. I recommend that recruiters do a quarterly ‘self-analysis’ by reviewing their own data/metrics. Holding them accountable to this activity is a great way to clean up your data at the source! Some of the best in class organizations we work with instill an “audit” at the requisition close stage – before a req is closed, the recruiter goes back to ensure that all data is entered accurately in the system.
- Visibility – I am a big believer in making your metrics “public”. All your customers should see your overall team metrics (have trend charts posted in a visible area in your office). All recruiter metrics should be public to the recruitment team. Typically the only folks that do not like to make their metrics public are . . . the ones that are not producing or don’t have clean data!
If you are struggling to capture clean data, I would make sure your team understands why it’s important and put a system in place to ensure accuracy. From experience working with our clients, you will see immediate improvements in data during the first 90 days!
I hope you have a good “back to school” week!