Using scorecards to recruit talent

Possibly the most useful document that the management can refer to time and again. If, and that’s a big “if,” managers learn to use it well.

While thousands of organisations across the world follow Drucker’s “what gets measured, gets done” advice, most don’t quite get it right. For starters, they don’t even measure that damn thing that needs to be measured. Like how marketers can get obsessed about the number of emails that were successfully delivered against the only metric that flipping matters — people who bought your product by clicking that “buy now” button in your newsletter!

Everyone’s busy measuring something. Even if it doesn’t matter! And I guess, that’s the problem. This challenge is more prevalent talent acquisition space where an enormous effort is spent on finding the right candidates only to be rejected by hiring managers/stakeholders. We’re talking about billions of dollars in wasted time and effort because nobody cared to figure out who exactly do they want on board!

The fix is pretty simple. Start thinking like a marketer without becoming one — with a scorecard. What’s that? It’s a blueprint that forces you to clarify the profile you want to hire by digging deep into the competencies you’re looking for, the purpose of the role and the outcomes you expect from the person filling it. And then, you track the number of candidates that qualify the criteria set by this new scorecard of yours.

It doesn’t matter if 600 people applied to your job opening. The 6 who qualify your criteria are the ones you need to be concerned about. Of course, a 0.01% conversion rate is pathetic. And that kind of result would drive any marketer to think deeply about the systems and processes in place to improve the conversion rate.

That, my friend, is a modern-day recruiter who thinks, acts and respond to the changing times.

Are your ready with your scorecard?

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