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The Death of The Key Performance Indicator (KPI)

In the past, most companies have been focused on setting and hitting targets and this is doubly true in sales-based roles like recruitment. Many recruitment managers set KPIs for the number of calls, call times, interviews booked with clients, candidate registrations, candidates placed and clients acquired. But do these constant KPIs really get the most out of recruiters? Well, we have looked at thousands of companies’ KPIs and many recruitment agencies are changing the ways they are used. 

Setting KPIs together

It is now commonplace for managers to sit down with individuals in their team, work out a plan of KPIs and discuss how each will be reached. Everyone works differently and it makes no sense to have a recruiter spend all day calling clients in order to hit their call KPIs if those clients would respond better to a monthly meeting over lunch to discuss new candidates.

Less micromanaging

It used to be the norm for managers to set a long list of KPIs and carefully monitor their subordinates’ progression towards each one. However, it is now more common for managers to give recruiters the autonomy to reach their KPIs with less regular checks.   

As a roadmap

Rather than using KPIs as the stick to get their team motivated, many managers are now choosing to use them as a series of targets that pave the way for success. This means that there is less emphasis on hitting every KPI, but more focus on using them to track progress towards the overarching goals.

Overall it appears that many recruitment companies are moving away from the traditional, strictly goal-orientated approach to setting KPIs. However, it is also clear that setting targets and goals is still an important part of managing any team.

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graduate recruitment
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