{"id":3913,"date":"2015-04-19T15:39:49","date_gmt":"2015-04-19T12:39:49","guid":{"rendered":"http:\/\/www.lugerarepublic.ro\/blog\/?p=3913"},"modified":"2025-07-16T19:48:13","modified_gmt":"2025-07-16T16:48:13","slug":"indicatorii-de-performanta-in-recrutare-si-selectie","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/indicatorii-de-performanta-in-recrutare-si-selectie\/","title":{"rendered":"Indicatorii de performanta in Recrutare si Selectie"},"content":{"rendered":"<p data-start=\"155\" data-end=\"279\">At\u00e2ta timp c\u00e2t nu lucrezi intern pentru client, \u0219ansele sunt s\u0103 fii implicat \u00een recrutare ca furnizor de servicii (agen\u021bie).<\/p>\n<p data-start=\"281\" data-end=\"451\">\u0218i cumva, serviciul de recrutare se \u00eemparte \u00een sales \u0219i\u2026 sales. Avem sales c\u00e2nd vindem serviciile clientului final \u0219i avem sales c\u00e2nd vindem clientul\/jobul unui candidat.<\/p>\n<p data-start=\"453\" data-end=\"549\">Atunci, de ce ne mai trebuie indicatori de performan\u021b\u0103 (KPIs\/Metrics) pentru Sales \u0219i Recrutare?<\/p>\n<p data-start=\"551\" data-end=\"754\">Pentru c\u0103, pe l\u00e2ng\u0103 o strategie de v\u00e2nzare (pe ambele arii), ne trebuie \u0219i un mod de a ne m\u0103sura realiz\u0103rile. Dup\u0103 multiple studii \u0219i analize, au reie\u0219it c\u00e2teva idei de baz\u0103 pe care le preiau \u0219i adaptez.<\/p>\n<p data-start=\"756\" data-end=\"770\"><strong data-start=\"756\" data-end=\"770\">Recrutare:<\/strong><\/p>\n<ul data-start=\"772\" data-end=\"1398\">\n<li data-start=\"772\" data-end=\"1042\">\n<p data-start=\"774\" data-end=\"1042\"><strong data-start=\"774\" data-end=\"804\">Recruiter Activity Metrics<\/strong> (aici putem include num\u0103rul de candida\u021bi inclu\u0219i pe un shortlist, apoi c\u00e2\u021bi au fost intervieva\u021bi, c\u00e2\u021bi au fost v\u0103zu\u021bi fa\u021b\u0103 \u00een fa\u021b\u0103, c\u00e2\u021bi au fost de acord s\u0103 mearg\u0103 mai departe \u0219i apoi c\u00e2\u021bi au fost transmi\u0219i clientului pe shortlist, etc.)<\/p>\n<\/li>\n<li data-start=\"1043\" data-end=\"1139\">\n<p data-start=\"1045\" data-end=\"1139\"><strong data-start=\"1045\" data-end=\"1055\">Ratios<\/strong> (C\u00e2\u021bi am g\u0103sit? C\u00e2\u021bi am trimis? C\u00e2\u021bi a intervievat clientul? C\u00e2\u021bi am angajat? etc.)<\/p>\n<\/li>\n<li data-start=\"1140\" data-end=\"1398\">\n<p data-start=\"1142\" data-end=\"1398\"><strong data-start=\"1142\" data-end=\"1158\">Time to fill<\/strong> (End to end process \u2013 c\u00e2t a durat? Aici e discutabil, deoarece de multe ori vor fi circumstan\u021be care nu \u021bin de recrutori, ci mai degrab\u0103 de perioada de preaviz a candidatului sau disponibilitatea angajatorului \u2013 interviuri, ofertare, etc.)<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1400\" data-end=\"1474\">Pentru optimizarea proceselor, \u00eemi amintesc cum foloseam urm\u0103torii indici:<\/p>\n<ul data-start=\"1476\" data-end=\"2691\">\n<li data-start=\"1476\" data-end=\"1738\">\n<p data-start=\"1478\" data-end=\"1738\"><strong data-start=\"1478\" data-end=\"1511\">Eficientizarea shortlist-ului<\/strong> \u2013 se refer\u0103 la match-ul dintre cerin\u021bele precise ale jobului \u0219i caracteristicile candida\u021bilor. Ce marj\u0103 de flexibilitate mi-am acordat? \u0218tiu care sunt exact cerin\u021bele esen\u021biale? Pot face un Top 5 al cerin\u021belor non-negociabile?<\/p>\n<\/li>\n<li data-start=\"1740\" data-end=\"2249\">\n<p data-start=\"1742\" data-end=\"2249\"><strong data-start=\"1742\" data-end=\"1768\">Atractivitatea ofertei<\/strong> \u2013 se refer\u0103 la ceea ce exprim\u0103 clar: c\u00e2\u021bi candida\u021bi pe care i-am contactat pentru un rol au fost \u00eentr-adev\u0103r interesa\u021bi de ofert\u0103?<br data-start=\"1899\" data-end=\"1902\" \/>Un calcul simplu \u00eentre num\u0103rul de candida\u021bi intervieva\u021bi \u0219i num\u0103rul de candida\u021bi trimi\u0219i pe shortlist.<br data-start=\"2004\" data-end=\"2007\" \/>Dac\u0103 num\u0103rul este mare, \u00eemi poate indica faptul c\u0103 trebuie s\u0103 fiu mai selectiv cu prima tran\u0219\u0103 de candida\u021bi, \u00eenainte s\u0103 ajung la triajul telefonic.<br data-start=\"2154\" data-end=\"2157\" \/>Acest mod de g\u00e2ndire aduce pu\u021bin a tehnica celor 5 WHYs \u2013 un subiect interesant de dezb\u0103tut.<\/p>\n<\/li>\n<li data-start=\"2251\" data-end=\"2489\">\n<p data-start=\"2253\" data-end=\"2489\">Dac\u0103 se alege o list\u0103 ini\u021bial\u0103 mult prea lung\u0103, \u0219ansele sunt ca, \u00een cele din urm\u0103, aceast\u0103 frac\u021bie s\u0103 fie foarte nefericit\u0103, r\u0103m\u00e2n\u00e2nd cu un conversion rate de 30%-40%. Ideal este ca trierea ini\u021bial\u0103 s\u0103 fie f\u0103cut\u0103 corect, c\u00e2t mai acurat.<\/p>\n<\/li>\n<li data-start=\"2491\" data-end=\"2691\">\n<p data-start=\"2493\" data-end=\"2691\"><strong data-start=\"2493\" data-end=\"2522\">Managementul a\u0219tept\u0103rilor<\/strong> \u2013 este esen\u021bial ca informa\u021biile s\u0103 fie complete, corecte \u0219i clare de la bun \u00eenceput. Aici includem informa\u021bii despre companie, job, a\u0219tept\u0103ri, informa\u021bii salariale etc.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2693\" data-end=\"2842\">\u00cen urma acestor investiga\u021bii simple, \u00een mod normal se creeaz\u0103 o imagine destul de clar\u0103 a procesului de recrutare \u0219i a pipeline-ului unui consultant.<\/p>\n<p data-start=\"2844\" data-end=\"2925\">Analiza acestor indicatori este un \u201ebrushing\u201d ini\u021bial al procesului de recrutare.<\/p>\n<p data-start=\"2927\" data-end=\"3028\">\u0218i s\u0103 nu uit\u0103m faptul c\u0103 \u0219i acest proces este un proces de v\u00e2nzare: v\u00e2nzarea jobului c\u0103tre candida\u021bi.<\/p>\n<p data-start=\"3030\" data-end=\"3180\">Pe partea de v\u00e2nz\u0103ri directe (cum ar putea p\u0103rea \u00een compara\u021bie cu serviciul de recrutare), indicatorii pot fi cumva mai simpli de enun\u021bat \u0219i analizat.<\/p>\n<p data-start=\"3182\" data-end=\"3537\">Sunt un num\u0103r impresionant de KPIs pe care companiile le iau \u00een calcul, bine\u00een\u021beles variind de la industrie la industrie. Spre exemplu, Vantage Point Performance a analizat un num\u0103r de 174 de KPIs pe un num\u0103r de 30 de companii \u0219i, de\u0219i multe erau similare, cerin\u021bele managementului erau diferite \u00een func\u021bie de strategia de dezvoltare \u0219i de nevoile pie\u021bei.<\/p>\n<p data-start=\"3539\" data-end=\"3573\">O scurt\u0103 selec\u021bie totu\u0219i poate fi:<\/p>\n<p data-start=\"3575\" data-end=\"3584\"><strong data-start=\"3575\" data-end=\"3584\">Sales<\/strong><\/p>\n<ul data-start=\"3586\" data-end=\"4419\">\n<li data-start=\"3586\" data-end=\"3802\">\n<p data-start=\"3588\" data-end=\"3802\"><strong data-start=\"3588\" data-end=\"3609\">Timpul de r\u0103spuns<\/strong> \u2013 c\u00e2t de rapid r\u0103spunde \u201eomul nostru de v\u00e2nz\u0103ri\u201d unei cerin\u021be? C\u00e2t de pro-activ este \u00een acela\u0219i timp? Identific\u0103 din timp poten\u021biale cerin\u021be \u0219i abordeaz\u0103 clientul \u00eenainte s\u0103 aib\u0103 el o cerin\u021b\u0103?<\/p>\n<\/li>\n<li data-start=\"3804\" data-end=\"4111\">\n<p data-start=\"3806\" data-end=\"4111\"><strong data-start=\"3806\" data-end=\"3859\">C\u00e2te conturi manageriaz\u0103 un Sales Representative?<\/strong> Este important s\u0103 existe un pipeline \u0219i o eviden\u021b\u0103 clar\u0103 a companiilor targetate \u0219i mai apoi aflate sub managementul unui reprezentant, astfel \u00eenc\u00e2t managerul de v\u00e2nz\u0103ri s\u0103 poat\u0103 realoca conturile \u00een func\u021bie de \u00eenc\u0103rcare \u0219i de necesit\u0103\u021bile clientelei.<\/p>\n<\/li>\n<li data-start=\"4113\" data-end=\"4419\">\n<p data-start=\"4115\" data-end=\"4419\"><strong data-start=\"4115\" data-end=\"4132\">Cross Selling<\/strong> \u2013 poate una dintre cele mai importante cerin\u021be pentru o dezvoltare cursiv\u0103. Cross \u0219i Up Selling sunt un absolut must \u2013 trebuie analizate \u0219i interpretate \u00een detaliu, astfel \u00eenc\u00e2t clien\u021bii existen\u021bi, noi \u0219i viitori s\u0103 fie bine, corect \u0219i complet informa\u021bi referitor la serviciile oferite.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"4421\" data-end=\"4627\">Consider c\u0103 este suficient c\u0103 noi lucr\u0103m \u00een servicii de v\u00e2nzare-v\u00e2nzare, astfel \u00eenc\u00e2t, atunci c\u00e2nd avem oportunitatea, s\u0103 ne facem un serviciu singuri. Este un ajutor facil pe care ni-l acord\u0103m nou\u0103 \u2013 nou\u0103.<\/p>\n<ul data-start=\"4629\" data-end=\"5387\">\n<li data-start=\"4629\" data-end=\"4923\">\n<p data-start=\"4631\" data-end=\"4923\"><strong data-start=\"4631\" data-end=\"4653\">Customer Retention<\/strong> \u2013 c\u00e2\u021bi clien\u021bi se \u00eentorc? C\u00e2\u021bi clien\u021bi evolueaz\u0103? C\u00e2\u021bi clien\u021bi se dezvolt\u0103 \u00eempreun\u0103 cu compania mea? Este un indicator ce necesit\u0103 timp de analiz\u0103, dar este foarte relevant pentru identificarea nevoilor de training \u0219i dezvoltare personal\u0103 ale consultantului de v\u00e2nz\u0103ri.<\/p>\n<\/li>\n<li data-start=\"4925\" data-end=\"5387\">\n<p data-start=\"4927\" data-end=\"5387\"><strong data-start=\"4927\" data-end=\"4964\">Cre\u0219tere Vertical\u0103 sau Orizontal\u0103<\/strong> \u2013 ar fi de preferat ca, \u00een v\u00e2nz\u0103ri, s\u0103 fim structura\u021bi. Dorim s\u0103 cre\u0219tem pia\u021ba Agro? Atunci mergem pe vertical\u0103. Dorim s\u0103 cre\u0219tem network-ul de buyeri? Atunci mergem pe orizontal\u0103. Important este s\u0103 existe consecven\u021b\u0103 \u0219i interes fa\u021b\u0103 de un topic. Astfel c\u00e2\u0219tig\u0103m Market Intelligence. \u0218i poate cel mai facil lucru de v\u00e2ndut este tocmai acesta: Market Intelligence \u2013 informa\u021bii din pia\u021b\u0103 la care clien\u021bii no\u0219tri nu au acces.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"5389\" data-end=\"5542\">\u0218i cum cunoa\u0219tem to\u021bi reticen\u021ba consultantilor de v\u00e2nz\u0103ri c\u00e2nd vine vorba de deschis u\u0219i noi, pe rom\u00e2ne\u0219te \u201ecold call\u201d \ud83d\ude42 g\u0103sesc interesant de men\u021bionat:<\/p>\n<ul data-start=\"5544\" data-end=\"6202\">\n<li data-start=\"5544\" data-end=\"5625\">\n<p data-start=\"5546\" data-end=\"5625\">Deschizi numai u\u0219ile pe care vrei tu, ai control \u0219i posibilitatea de a alege.<\/p>\n<\/li>\n<li data-start=\"5626\" data-end=\"5728\">\n<p data-start=\"5628\" data-end=\"5728\">Cel mai probabil e\u0219ti \u00een fa\u021ba competi\u021biei \u2013 care, din fericire acum, are aceea\u0219i team\u0103 ca \u0219i tine.<\/p>\n<\/li>\n<li data-start=\"5729\" data-end=\"6001\">\n<p data-start=\"5731\" data-end=\"6001\">Este alegerea ta cum faci lucrurile s\u0103 se \u00eent\u00e2mple, po\u021bi seta timelines \u0219i cerin\u021be, pentru c\u0103 proactivitatea ajut\u0103 clientul s\u0103 fie mai maleabil c\u00e2nd vine vorba de cerin\u021be venite tocmai din partea ta. Ciudat s\u0103 aib\u0103 un v\u00e2nz\u0103tor cerin\u021be, nu? (\u00cen afar\u0103 de sf\u00e2ntul \u201epre\u021b\u201d)<\/p>\n<\/li>\n<li data-start=\"6002\" data-end=\"6202\">\n<p data-start=\"6004\" data-end=\"6202\">\u00ce\u021bi dezvol\u021bi spiritul antreprenorial \u0219i network-ul. Apoi te po\u021bi \u00eenv\u00e2rti \u00een acest network \u0219i face v\u00e2nz\u0103ri \u00een ambele sensuri. Alegerea e la tine: vinzi serviciile tale sau \u00eei vinzi pe ei mai departe.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"6204\" data-end=\"6539\">Sunt foarte mul\u021bi indicatori de analizat at\u00e2t pe partea de recrutare, c\u00e2t \u0219i pe partea de business development, atunci c\u00e2nd vine vorba de \u201eRecruitment Agency\u201d. Am l\u0103sat deoparte banalele cifre, numere, rapoarte, previziuni \u2013 se \u0219tie cam cum ar trebui s\u0103 se situeze \u00een func\u021bie de cerin\u021bele pie\u021bei \u0219i nevoile de dezvoltare ale companiei.<\/p>\n<p data-start=\"6541\" data-end=\"6552\"><strong data-start=\"6541\" data-end=\"6552\">Morala?<\/strong><\/p>\n<p data-start=\"6554\" data-end=\"6673\">\u00cen recrutare se face ce nu se face \u00een nicio alt\u0103 industrie: noi vindem servicii de v\u00e2nzare oportunit\u0103\u021bi. Complicat, nu?<\/p>\n<p data-start=\"6675\" data-end=\"6739\">Mult succes,<br data-start=\"6687\" data-end=\"6690\" \/>Andreea Lungulescu<br data-start=\"6708\" data-end=\"6711\" \/>Business Development Manager<\/p>\n<p>&nbsp;<\/p>\n<p class=\"Textbody\" style=\"margin: 0px 0px 30px; padding: 0px; border: 0px; font-size: 16px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 23.9999980926514px; box-sizing: border-box; color: #4d4f51;\"><span style=\"line-height: 23.9999980926514px;\">Sursa foto: shutterstock.com<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>At\u00e2ta timp c\u00e2t nu lucrezi intern pentru client, \u0219ansele sunt s\u0103 fii implicat \u00een recrutare ca furnizor de servicii (agen\u021bie). \u0218i cumva, serviciul de recrutare se \u00eemparte \u00een sales \u0219i\u2026 sales. Avem sales c\u00e2nd vindem serviciile clientului final \u0219i avem sales c\u00e2nd vindem clientul\/jobul unui candidat. Atunci, de ce ne mai trebuie indicatori de performan\u021b\u0103 [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":9263,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[504],"tags":[],"class_list":["post-3913","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-specialist"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2015\/04\/shutterstock_2437799717-300x174.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2015\/04\/shutterstock_2437799717.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Indicatorii de performanta in Recrutare si Selectie<\/title>\n<meta name=\"description\" content=\"Pentru ca ne trebuie pe langa o strategie de vanzare (pe ambele arii, recrutare si selectie) si un mod de a ne masura 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