Setting activity goals for your staffing team is probably not on your list of favorite things to do as a manager, but you can’t argue that they’re important to set. So where do you begin? Here are five steps to setting activity goals that are rooted in your analytics.
Step 1 – Gathering Data with Staffing Analytics
Before you can even begin to tell your team members where to focus their activities, you need to know where their current accomplishments stand. Take a little time to plot out an average day in the life of a staffing recruiter. Your staffing analytics, such as a historical report of their past activities, can tell you a lot about your business. Break down tasks by the amount of time they take. Once you know where your employee time is already going, you can start analyzing the information into goals.
Step 2 – Identifying Best Areas for Improved ROI
Every task set for your staffing team has value to your company, but not every task returns the highest return on investment. As a staffing company, you earn money by making placements. All your activities work toward the goal of finalizing a placement, but some actions more directly impact your numbers. Analyzing your data can reveal a disconnect between time spent building your pool of candidates and making placements.
Instead of spending employee hours building the largest pool of potential applicants, many companies found greater returns on spending that time coaching a smaller pool to reduce the number of interviews per placement. Look at your data and determine where you need the extra push to bump your placement numbers.
Step 3 – Communicating New Goals
Once you know where you need improvement, you need to inform your team. Clear communication about changing goals is a must. Confusion among your team will leave them pursuing out of date goals and failing to create the increased return you need. Meetings, posted charts, nightly email reminders give you the opportunity to discuss goal changes and the motivation behind them. It’s always a good idea to let your team see the numbers for themselves.
Step 4 – Gaining Team Buy-In
Effectively implementing new goals requires the cooperation of the entire team. When your team knows what the new goals are and why they have been implemented, you can get much more buy-in to the change. When your team is on-board with the new activity goals, they work actively to gain results. Making sure everyone knows the reasoning behind the change helps by giving employees the insight needed to make important decisions about how to spend their time.
Step 5 – Setting Up a Schedule
Changing activity goals with no way to measure results leaves team members flailing to balance their work goals. A posted schedule that informs team members about the amount of time to dedicate to each activity and the expected results can help everyone stay on task. Tracking workflow allows every team member to see how close or far they are from the goal. This can help members stay on track and make that final push to up the numbers.
These five steps form the foundation for any activity goals. Simply informing a group of professional staffing agents of a change in goals is likely to create resistance. By using staffing analytics and keeping team members in the loop, you create clear communication between management and recruiters. Employees that know the expectations and measurements of success in their position perform better. Properly planned and implemented activity goals give management the tools needed to objectively measure job performance and employees added confidence in pursuing work tasks.
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