You those little grains of sand that get stuck in the machinery of your brain and as much as you try to ignore them you know they are there? Well it’s one such grain of sand that has led to this post.
I can’t remember how it first got stuck in there but if I was doing a ‘Peter Ustinov as Poirot’ style trail of breadcrumbs it would involve:
- A comment made in my performance review 4 years ago
- A blog post from Katie McNab (which I can’t find)
- A conversation with Lisa Scales
- A tweet from Bill Boorman
The upshot of this grain of sand and what has followed is that I am a track leader at #TRULondon being held in a few weeks in ….yes….you guessed it….London.
“What is TRU?
In case you are not sure, TRU events are UNconferences which means there are no formal presentations instead being replaced by tracks. A track is an open conversation between a small number of track leaders (typically 1-3) who start a discussion around a topic and the audience debate as they choose. The tracks are very informal, unstructured, sometimes heated and often fun. People can come and go as they choose rather than made to stay put until the end.”
You can book tickets and find out more information by clicking the image above but the reason for this blog is not to explain the unconference process or how it all works. The point of this blog is to gather some views on the track I am running to feed into the debate on the day.
The track is entitled “Quality of Hire” and refers to the metrics so beloved by organisations. I imagine if you put the average resourcing manager under the spotlight and asked them about their metrics they would all quote at minimum time to hire and cost per hire. These are really easy to track and calculate and are so called ‘hard measures’ that help people achieve bonuses. They may throw in something about average age of vacancy and some may even include some kind of turnover measure either during probation or during first year of employment. I’m sure there are some classics I’m missing but you get the idea…
The conversation I want to have is how do you effectively measure quality of hire. I have a few ideas myself but don’t want to share them just yet…. so Dear Blog Readers, the floor is yours, let the debate commence…..NOW!
P.S. I’ve chatted this idea over with a few people over the past few weeks who have had a little input. One of them, Roger Philby of The Chemistry Group apparently has an argument that will “blow you out of the water” so if you feel so inclined please tweet Roger (He’s @RogerPhilby) and continue to goad him into turning up and making his argument live!