Quality & Risk Management
40% Reduction in
Time to Fill
By utilizing Hudson for a one-year recruiting project, our client, an SBA lender with $60B in assets, acquired new quantitative assessment techniques and improved hiring standards.
Hudson believes consistent reporting and measurement are key to achieving continuous improvement in our client service levels. Reports are typically produced on a monthly basis. The development, benchmarking and measurement of our recruitment services may include the following standard measurements and are finalized and mutually agreed to during the contracting phase for each client:
SUBMITTAL / INTERVIEW / PLACEMENT RATIOS
Before the engagement begins, we partner with you to mutually set expectations on anticipated recruiting time based on market conditions and talent pool availability. This establishes a benchmark for time-to-fill service levels, within which we typically examine the ratio of submittals to client interviews to placements.
HIRING MANAGER SATISFACTION
This measures hiring managers’ satisfaction with the recruitment and account management team and covers such items as: timeliness and frequency of contact; understanding of open positions; quality of candidates presented; logistical coordination and offer/close effectiveness.
CANDIDATE SATISFACTION
This measures candidates’ (successful and unsuccessful) satisfaction with the recruitment and hiring process. This includes items such as: timeliness and frequency of updates; presentation of opportunity; understanding of career goals; logistical coordination and offer/close effectiveness.
NEW HIRE QUALITY
For this metric, hiring managers evaluate the new employees’ overall quality following at least three months of employment. It covers such areas as: performance, organizational and workgroup compatibility, customer service, and learning orientation and potential.
