Generally there are only a couple of reasons that Salt Lake City Recruiters do not set goals for their daily activities. One is that they do not want the accountability that goes with goal setting. Another may be that while they are not afraid to set goals, they may not know how to set meaningful goals within talent acquisition.
Since the Salt Lake City recruiters who do not want the accountability that setting goals brings with them have already clicked on to their next topic, let’s focus on Salt Lake City recruiters who really do want to improve their recruiting activities.
When I wrote RecruiterGuy’s Guide To Finding A Job and it was published, I developed the acronym SCAMPS to help job searchers remember the steps in setting a goal. The point of developing the acronym was that most people really do not know how to truly set goals beyond “I want to earn $1 million next year.” Obviously that would be nice for a talent acquisition professional to earn; and I imagine a few do, even in this market although probably not in a corporate position.
In order to understand how SCAMPS applies to corporate recruiters, let’s walk through the acronym first. Then we can see how it applies in talent acquisition.
S – Set a specific goal
C – Challenging – the goal must be challenging or you will not work towards it – must be exciting.
A – Attainable – too often recruiters set goals that are beyond their reach. Once they realize that the goal is not attainable, they quit striving for it.
M – Measurable – if a Salt Lake City recruiter does not measure the correct results and know their numbers they will give up goal setting.
P – Public – In this case, public may be with their manager. It may also include other talent acquisition recruiters and hiring managers.
S – Specific end date – This is especially important because knowing where a goal will end will help determine what action needs to be performed in the next month, week, day, and hour.
This is a TV interview where Joe Davis interviewed me on SCAMPS. We used SCAMPS to demonstrate how I set goals for my cross country hitchhiking (3 times coast to coast – 5 days each trip) and one time air hitchhiking from Las Vegas to Boston – http://www.youtube.com/watch?v=9dVOYNkMWxE to setting goals for the job search. SCAMPS works for setting any goals, personal or professional.
Let’s show how SCAMPS works for corporate talent acquisition in Salt Lake City.
S – Set a specific goal. Fill a specific position.
C – Challenging – this position may be one where the company may have to relocate someone to the Salt Lake City metro area.
A – Attainable – This should be a goal that may be attainable. Obviously if you have to wait for a candidate to pass boards or certification prior to their start, the date needs to be pushed back for the goal to be attainable.
M – Measurable – Using the Recruiting is Sales process, develop a list of the major activities that the talent acquisition professional can control – meet with hiring manager within a certain number of hours/days to discuss position details, develop sourcing plan within x number of hours, create metrics for sourcing, screening, interviewing within company process, due diligence (background investigation, reference checks, drug test results, etc.). Then it is important to add the minimum of 2 weeks’ notice. Creating the list of activities and time frames they need to be completed helps a recruiter to see if their specific date works.
Public – It is important that the Director of Recruiting and hiring manager are aware of the goal. If setting goals for talent acquisition is new for the organization, the recruiter may want to sit down and discuss how they reached the specific date. Once everyone agrees the goal is attainable, the clock begins on the recruiting activity.
Set finish date – The start date is now set for that specific position. Using a spreadsheet, the recruiter may measure their progress against each position. Over time, they will be able to determine their averages. These averages can help them create more challenging and attainable goals by tweaking their activity.
One of the major challenging activities in talent acquisition is managing the hiring manager’s expectations. By developing a plan with a goal and working that plan, the hiring managers will be much happier than if they perceive the process is haphazard.