You may have already read "Five Ugly Numbers That You Can't Ignore - It's Time to Calculate Hiring Failures" from ere.net in an earlier post. If not, you can read it here.

Now, you can read a response to that article, also from ere.net, here:

Metrics That Actually Mean Something

A few weeks ago John Sullivan wrote an article citing a few disturbing recruiting numbers: 70% of participants are dissatisfied with the hiring process; 46% of new hires turned over within the first year (50% for new executives); and top producers produce 40-67% more than others. Sullivan recommended a variety of solutions. One of them included better assessment tools. A few weeks later, Lou Adler wrote an article suggesting that quality of hire was significantly more important than cost per hire. He also suggested a few ways to evaluate source quality based on candidate skills.

I applaud these comments. They have been a long time coming. But in many ways they are like advising Robert Reich to grow taller: easy to say, but doomed to disappoint. The formula for fixing these recruiting problems is...Keep Reading.