If talent acquisition professionals want to become strategic business partners with hiring managers, they must move beyond using common transactional metrics, such as time-to-fill and cost-per-hire, to measure recruiting efficiency. Instead, they should align their recruiting benchmarks with the company’s business mission, experts say.
But in order to tailor metrics to the organization’s business strategy, HR must first understand the business strategy, said Trish Healy, vice president, RPO Operations, North America, at Futurestep, a Korn Ferry company specializing in recruitment process outsourcing
