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Recruiting metrics, the modern way | Nicole Simon's Useful Sounds

Recruiting metrics, the modern way

05.04.2005 - 22:26 / filled under default

Gretchen over at the Jobsblog [*1] shares some insight in what expectations she has to meet - and not very modern ones:

But at the end of the day, recruiting is still a metrics driven job.  People often ask about the types of metrics I use to track the success of my blog.  Page views and trackbacks don´t count.  

They want to see actual, hard data that relates directly back to hires.  And as a wise man reminded me this morning, if you can´t say “this person would not have been hired if not for me or my team,’ then most of the people back in my department don´t want to hear it.  We have some ways to track source of hire (from the blog) back to actual hire, but honestly, the stars have to pretty much align for that case to meet the “if not for me’ criteria.
Interesting. She confirmed in the comments, that the process for applying at MS has somewhere the possibility to say 'I am here because of the blog!" - so in case you would like to apply, make that note.

When reading this, I was thinking 'what would be a modern way'?

Perhaps "'give me a mail address of your boss, and I would write about what these blogs have had as an impact on me". Or how about "which technorati tag would be good to link to"? Because I am not so sure if hires are a good measurement only. All of the recruiters blogging from that company have saved the company a bigger amount of money in advertisement and PR. :o)

[*1] in case you are the one person not aware of who the 'Microsoft Recruiting Girls' Gretchen, Zoe and Heather are, take a loog at my "Meet the Microsoft recruiting blogs" entry

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I am Nicole Simon, 34 years old and located in Lübeck, Germany. This is my English blog with the Useful Sounds podcast which is now newly located at usefulsounds.com)

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