Recruiter Metrics Key to Success is in Working Backwards

I had a great conversation with an executive at one of the national firms last week.  One of the topics we covered was how metrics were used in his firm.  I really felt like he got it right. 

Too many firms use metrics as a board to beat sales and recruiters.  It's a black and white decision maker about who goes on probation or even who gets fired.  I really feel a firm has evolved in their use of metrics if they have a clearly defined process from first contact with a new client or new candidate, all the way through a new start.  Then, each important step has a metric attached to it based on historical data. 

These clear defined numbers can be used for interviewing new sales and recruiter candidates, evaluating performance and even training programs.

Management:  Remember, metrics good - boards bad!