Eximius Personnel

Source Cost Per Hire (SCPH): Key Staffing Metrics Series

This is the sixth article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating your Source Cost Per Hire (SCPH). The Society for Human Resource Management (SHRM) has published the following formula:

SCPH = (AC + AF + RB + NC ) / H

Legend:

AC : Advertising costs

AF : Agency fees

RB : Referrals bonuses

NC : No-cost hires such as free referrals and unsoliticited resumes

H : Total Hires

By measuring your Source Cost Per Hire (SCPH) you can start to get a handle on how much you are paying for source your new hires. Once you start measuring it and become aware of where the money is going then you can allocate more funds to sources that are producing results and less to sources that are less effective. The goal is to work on bringing the Source Cost Per Hire down.

Referral Factor (RF) : Key Staffing Metrics Series

This is the fifth article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating your Referral Factor (RF). The Society for Human Resource Management (SHRM) has published the following formula:

RF = R / O

R : Number of referrals

O : Number of openings

Why should you track your Referral Factor? The best reason is because the more quality referrals you are getting from your staff or other contacts, the less you will have to pay to advertise or for using employment agencies. Improving your Referral Factor (RF) will also help you improve your other metrics such as Time-To-Fill (TTF) and Cost-Per-Hire (CPH).

Time To Start (TTS) : Key Staffing Metrics Series

This is the fourth article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating Time to Start (TTS). The Society for Human Resource Management (SHRM) has published the following formula:

TTS = RR - SD

RR : Date the requisition is received

SD : Date the new hire starts

Why is it important to measure your Time To Start (TTS)?

For the same reason that Time To Fill is important. The longer it takes for candidates to start from the date you decided you wanted to hire someone, the more it is costing you. Get Time To Start down and your hiring costs will go down too.

Time to Fill (TTF) : Key Staffing Metrics Series

This is the third article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating Time to Fill (TTF). The Society for Human Resource Management (SHRM) has published the following formula:

Time to Fill (TTF)

TTF = RR – OD

TTF = time to have an offer accepted

RR = date the requisition is received

OD = date the offer was accepted

Why is it important to measure Time to Fill (TTF)?

Would you consider Time to Fill to be an important metric to measure if your company loses $1,000 in revenue for each day the position goes unfilled?

Computing Interviewing Costs (CTI) : Key Staffing

This is the second article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating your interviewing costs. The Society for Human Resource Management (SHRM) has published the following formula:

CTI = (ST + MT) / I

Legend:

ST : Dollar value of staffing time spent interviewing

MT: Dollar value of management time spent interviewing

I: Total number of interviews

Cost Per Hire (CPH) : Key Staffing Metrics Series

By Jonathan Lyles

This is the first article in a series that will focus on Key Staffing Metrics that you can use to measure the effectiveness of your HR practices.

The focus of this article will be on calculating Cost-Per-Hire.

It is important to note that different organizations have different ways of calculating Cost-Per-Hire (CPH) so comparing your company's Cost-Per-Hire (CPH) against other organizations should be taken with a grain of salt unless you are certain that measurement is being done in the same way among the organizations being compared.

If you are measuring Cost-Per-Hire (CPH) consistently year-over-year in time you will be able to establish benchmarks and goals for reducing your hiring costs.

The best known method for measuring Cost-Per-Hire (CPH) was developed by the Employment Management Association (EMA), a special interest group of the Society for Human Resource Management (SHRM) in conjuction with the Saratoga Institute.

The basic formula for calculating Cost-Per-Hire (CPH) is as follows:

(AD + AF + RB + TC + RE + RC +NC) / H

Legend:

CPH Cost-Per-Hire

AD Advertising fees

AF Agency fees

RB Referral bonus

TC Travel costs

RE Relocation costs

RC Fully loaded cost for internal recruiter's time with 10% being a historical figure

NC Unsolicited no-cost resumes

H Total hires

Please note that these are just a sample of costs, your company may need to add or remove costs depending on your specific situation.

Montreal Sales Jobs on Google Groups

By Eximius Personnel ,

Eximius Personnel maintains a group on Google where anyone can view and post sales jobs. We've recently updated the content on the front page. If you'd like to see it here it is: Montreal Sales Jobs

Five Sales Resume Tips

By Jonathan Lyles

Here are five tips for sales resumes:

Begin with an objective statement that indicates the position you are applying for and that you really want this job, not just any job.
You should highlight your accomplishments in sales. If you can provide specfics even better. How much were your sales? How many accounts did you open? Did you win any awards? Were you a member of the President's Club?
The timeline in your resume should show that you can keep a job and don't change jobs too often. How often is too often? There is no hard and fast rule but if you change jobs every year for the past five years it won't look good. If you do have a history of changing jobs too often the only remedy is to stay at a job for a few years.
Do you have any special knowledge, experience, or training in the job or industry or company you are applying for? If you do, make sure this stands out.
Show what you can bring to the table. Is it contacts, clients, enthusiasm, or a history of success?

How To End An Interview In A Powerful And Memorable Way

By Genny Carson,

Many of the "How to articles" that I have come across do advise candidates to come prepared to interviews with questions, but where these articles sometimes fall short is in coaching candidates on the right questions to ask.

Asking questions like "How much does this pay again?" and "what is the process if I need time off" or the cookie cutter questions given for you by \\\\\\\'experts\\\\\\\' on the Internet are NOT really the kinds of questions that will impress the interviewer. Yes, these are important questions, however, it is equally important for you at this stage in the process to remember that you may not even be in the running for the job. Sell yourself first, then ask the technical questions.

It is equally important for you to remember that where you choose to work is as important as the mate you choose as your life partner. So ask questions that are important to you and that are relevant to the position/company you are seeking a long term commitment with.

First thing is first, if you want the job, you must arrive prepared; and therefore, research is a must. The interview is not the time to "wing it". Gather your questions by compiling information from the company\\\\\\\'s website, information found over the Internet (conduct searches on the company, on the president, on the v.p of sales etc... ) and from people that you may know who already work for the company.

Now that you have done your research, the next step is to ask yourself: "What is important to me?"

Examples of questions that are important to you and that are relevant to:

The work environment:

"Candide feedback is something that I value, especially when starting a new role. What is the management style of the person to whom this person reports to? What is his/her coaching philosophy?"
"What are the company\\\\\\\'s goals, vision, mission statement and how do they ensure that these are maintained in the business on an ongoing basis?" (if this was not found on the website)

Industry norms:

"What systems are currently being used in the office?"
Question that highlights something that sets the company apart and how they as a company ensure that they continue to be innovative/creative. For example, "In my research, it became apparent to me that "ABC Company" is the only company that sells widget A in Canada. This really sets your company apart from your competitors. What are some other things that set you apart that you can share with me?"

Current issues / Current Market:

"What impact if any does the stronger Canadian dollar have on your company?" (less of a profit margin? loss of client loyalty?). What are some contingencies?
"What is the impact of the raising price of oil, if any, on your company?" (less face to face sales calls and more telephone follow ups?)

Information read on the company\\\\\\\'s website:

"The corporate values that I company operates by is important to me. I see that one of the corporate values listed on your website is that ABC Company is Customer Centric. What are some of the things that ABC Company has in place to ensure that employees work together to ensure a consistent customer centric experience?"

Word of caution: Be respectful of the time frame set aside for the interview. Once you have decided what is important to you, decide which must be asked and which are nice to know but not necessary at this juncture. You may only have time to ask 2 or 3 of these, but they will be 2 or 3 questions that will leave everyone in the room impressed because they will be a true reflection of what is important to you and will demonstrate your interest in the company.

Ten Interview Tips

By Melanie Diotte,

Here are ten interview tips to follow if you are interviewing for a job with our agency:

Always arrive 5 minutes early. Don't arrive any earlier than that because you don't want the interviewer to feel rushed.
Make sure you have the exact directions on how to get to the interview and give yourself plenty of extra time to get there.
Bring copies of your resume in both French and English.
Wear your best suit and shoes. Don't wear open toe shoes.
Do not chew gum or suck on candy during the interview.
Read about the company and show interest in their products or solutions.
Have questions prepared about the company but do not get into specifics about money and benefits during the first interview. Ask these money questions to your recruiter.
Thank the interviewer for his or her time and show that you are enthusiastic about the position.
Call you recruiter after the interview to give feedback.
Ask your recruiter whether it is appropriate to follow up with a thank you email.