Recruitment Industry Employee Performance Management Develop and retain employees through performance management designed for the recruitment industry
We know that HR teams at our recruitment sector clients are challenged by high employee turnover, employee motivation and the ability to offer career development. Appraisd already helps more than 7,500 people in the recruitment industry meet their career goals and those of their companies. Find out how we support them with employee performance management.
Performance management for recruitment, personalised at scale
At Appraisd we’re specialists in personalising performance management at scale. Meaning, a sourcing specialist in Singapore can experience a completely different process than that of a Partner in London, yet both are contributing to the same organisational goals.
Improve talent retention and development
The recruitment industry has long been hampered by the high turnover of employees. At Appraisd we help companies improve retention through our talent development and succession planning tools that demonstrate how invested the company is in its employee’s career aspirations.
Industry-specific performance management underpinned by Appraisd’s expertise
Accommodate varied performance review schedules
Appraisd is process-agnostic, meaning it works to your performance management process. Set weekly, monthly, quarterly or annual reviews by employee role or group and automatically enrol them in review schedules and set deadlines based on your criteria.
Improve employee development and retention
Keep track of the talent you have in the business with Appraisd’s talent management tools. Map employees onto our customisable 9-box grid based on manager reviews to inform talent planning discussions. Allocate employees to high-potential programmes or training courses based on performance data to help improve employee development and retention.
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Measure performance against financial targets or non-financial KPIs
In the recruitment sector, varied roles create different motivations and aspirations. Therefore, KPIs and objectives will vary greatly between client-facing and non-client-facing employees. Appraisd can accommodate both measurement of performance against KPIs and performance against non-financial targets such as project contribution and development of competencies or skills.
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Ensure better quality objectives
Using Appraisd, HR or department heads can allocate objectives across groups to ensure quality and alignment to organisational objectives. Choose to maintain consistency, or allow for customisation of bulk objectives by line managers, to ensure they cascade through the organisation effectively.
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Collate all types of performance conversation
Recruitment organisations often have multiple performance touchpoints during the year ranging from instant feedback to the annual pay review. Appraisd can support processes that are connected to calibration or pay, as well as purely development-based reviews and career conversations.
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Work with your Customer Success Manager to evolve your process
Every Appraisd customer has a named Customer Success Manager who is there to support you from onboarding onwards. We can support your current process even if you know it needs to change and we can work with you to adopt new features or adjust them over time.
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Resources for performance management in Creative Industries
Frequently asked questions about performance management in the recruitment sector
How do you evaluate the performance of a recruiter?
Typical metrics for evaluating the performance of a recruiter could include hiring efficiency (such as time-to-fill and quality-of-hire metrics), candidate experience scores, and retention rates of new hires. More generic metrics could include factors such as communication, organisational skills and those related to organisational culture. As a start, take a look at Appraisd’s guide to setting objectives here.
What are KPIs in recruitment?
KPIs that we typically see amongst recruitment clients include: time-to-fill roles, quality-of-hire, cost-per-hire, candidate satisfaction rate, acceptance rate, source of hire, diversity ratio, and retention rate of new hires. These KPIs are designed to evaluate efficiency, effectiveness and overall hiring success but of course they should be aligned at a higher level to team and organisational goals. Using Appraisd, HR can link individual KPIs with bigger goals in order to maintain organisational alignment.
How can you reward a recruiter for performance?
At Appraisd, we believe in the power of recognition, positive feedback, and non-monetary rewards in addition to traditional financial reward. Non-monetary rewards, such as professional development and training opportunities can be valuable depending on a person’s aspirations. Alongside these we typically see mechanisms including performance-based bonuses (such as incentives for meeting targets), commissions per hire, and team-based bonuses for collective achievements.
About Appraisd
Appraisd is performance management software for humans, made by humans. We already support thousands of employees in the insurance sector and we’d love to talk to you. Appraisd is process-agnostic, meaning we don’t ask our customers to fit our process, because Appraisd fits around your needs. Plus, we can support your current process even if you know it needs to be updated - and your named Customer Success Manager can help with that change.
