Related Article for context: http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/ Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s). Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.

1. April: Talent Acquisition Monthly Scorecard
Status
Enhanced employee referral program go live in Q2
SEO solution delayed to Q4 because of contract
negotiations
Productivity per Recruiter increases after training
investment last year
Technology Blueprint and SOW completed for new
global ATS
Key Performance Indicators Goal/Plan Actual Trending
Speed 50 days
Cost 2.5k
Quality 78%
Customer Satisfaction 80%+
Challenges
FY Initiatives / Investments
+ to Goal < 10% of Goal > 10% of Goal
• Speed = Core Technical roles in Texas and Germany
problematic. Too many interviews and 2 groups extended
delays in responding to TA.
• Quality = First year attrition issues in sales roles,
particularly in the Solutions Group
• Customer Satisfaction = While above goal by 4% the Sales
Organization is causing trending down.
Opportunities & Plan
• Speed = Working with SVP on plan to optimize interviews
and reduce the decision time. Meeting scheduled 4/5
• Quality = Partnering with Talent Management & Business to
create better interviewing/assessment guides. Additional
onboarding tweaks being made by Talent Management.
Targeting Q3 release.
• Customer Satisfaction = Keeping an eye on this and setting
expectation with leadership that we will not be trending up
until after Sales issues resolved after Q3
On Track
Off Track
On Track
On Track