A good set of KPIs for different job positions is very important as people automatically start to act to fulfill the goals defined in their KPIs. They do not care about the impact on the overall business; they are interested just in meeting their personal KPIs to have a nice bonus. A nice example can be found at KPIs of Recruitment Managers.
There is one real life example about the Recruitment Manager in one organization. His KPIs were about the number of open vacancies and length to fill the job position.
The company was trying to solve an interesting issue. The job market did not offer the job candidates, who were asking the salaries compliant with the defined compensation policy.
The team of the HR Professionals was set up and the team invested a lot of time to make a proper job market research and they asked a lot of managers and employees about their opinion. Quite unluckily, the HR Recruitment Manager was not asked to be a member of the investigation team.
The team spent a long time researching the possible causes of the badly set compensation policy, which worked quite good for the employees, but was not able to meet the requirement of the external job candidates.
Finally, the team interviewed the HR Recruitment Manager and the real cause was found very quickly. The HR Recruitment Manager was not pushed to offer salaries compliant with the compensation policy; he had a chance to make an exception from the policy, when the job candidate asked more. And as his KPIs were about the speed of the recruitment and not meeting the other HR Policies, he made a lot of exceptions to fill the vacancy.
When your organization has troubles with meeting its compensation policy for the new hires, the Recruiter Manager KPIs should be checked.
