Connecting the Dots: HR Metrics & Business Strategy

Aligning Hiring Process With Company Goals

As an HR Professional, you’re required to add value to the overall objectives of your organization by ensuring that your department’s goals align with your company’s business strategy. In order for this parallel to occur, HR must have a firm understanding of what key metrics consist of and how they impact the overall success of an organization. 

Hiring Optimization expert, Ryan Kohler, will guide participants through the sometimes overwhelming world of hiring metrics and more importantly, how to make HR more competitive by connecting the dots between HR metrics and business strategy so that they become one and the same. He will cover the three key metrics in business, how they impact your organization as a whole, and how to frame HR’s role by aligning business objectives to HR metrics.

Learning objectives that will be covered:

  1. Connect the dots between HR metrics and business strategy so that they become one and the same

  2. Find specific measurements within the scope of HR metrics and cover strategies on how to track them

  3. Identify how HR can impact these metrics and how to frame HR’s role by aligning business objectives to HR metrics

Cover photo.png

Want a FREE copy of the HR Metrics & Business Strategy slide deck?

Just let me know where to send everything in the form below and I’ll email it to you right away.

 
 

Workplace application example: 

As a result of attending the session, participants will have a better idea of what hiring metrics to be tracking and why they are important not only to an HR team but to the whole company. Ryan will give specific examples of companies who have applied hiring metrics to their business strategy and the positive impact it can have on an organization. 

After the session, participants will have access to tools Ryan talks about in the presentation, including a metrics framework worksheet, time to fill worksheet, and Sources of Applicants & Hires worksheets. These will be helpful as participants return to their teams and hopefully implement some of Ryan's strategies. s

 
Work Sheets.png
Featured
Eliminate Biased Referral Programs to Fill Job Openings Now
Eliminate Biased Referral Programs to Fill Job Openings Now

How do we avoid generating bias when our employees are bringing in applicants? This podcast will tell you just how to avoid bias and how we can share our success. The employees take the current job openings and throw them into the world. Find out how they do this and what benefit comes from the way we have it set up. Tune in to learn!

Boost Applicant Flow Through the Power of Employee Referrals
Boost Applicant Flow Through the Power of Employee Referrals

Employee referrals have so much power. A lot of employers offer compensation or make it some kind of competition in order to improve the number of employee referrals sent their way. This podcast goes into detail on how employees aren't recruiters but they are great resources for people looking for jobs and how they go about being a great spokesperson for the company. Tune in to find out what they are doing and how you can start implementing employee referrals as well.

90 Days of Sourcing: Fill Your Job Openings With a Different Sourcing Strategy
90 Days of Sourcing: Fill Your Job Openings With a Different Sourcing Strategy

Herd mentality has so much to do with sourcing the right applicants. Segment the market, commoditize, differentiate, maintain that profitability, and socialize. Making your offer different is going to make all the difference when it comes to drawing the right applicants in! This podcast will walk you through the steps of our to differentiate it from the others. Tune in and apply these ideas to your own model!

90 Days of Sourcing: Generate Phenomenal Results With Your Employee Referral Program
90 Days of Sourcing: Generate Phenomenal Results With Your Employee Referral Program

Employee referrals work! We did our very own case study... and honestly, I think you would be really intrigued to find out the results. This podcast goes into great depth as to how we started, what we changed, and how the flywheel had a huge part to play in all of this. Tune in for the breakdown and results of this process!

90 Days of Sourcing: Increase Quality Hires With Effective Employee Referral Programs
90 Days of Sourcing: Increase Quality Hires With Effective Employee Referral Programs

The most powerful and sustainable talent attraction engine for your organization is the employee referral flywheel. An effective employee referral program is something that will continually deliver high-quality hires and something that your team can constantly improve, optimize, and make changes to ensure it’s producing the best possible results. A healthy sustainable employee referral program is a predictor of the overall health of your culture. This podcast explains the importance of the employee referral flywheel and how it can immensely decrease bias and increase your company's success!

90 Days of Sourcing: A Breakdown to Convert Direct Interest Job Seekers
90 Days of Sourcing: A Breakdown to Convert Direct Interest Job Seekers

Let's get this breakdown started! This podcast will run you through each of the direct interest sources and help you make a roadmap for setting up a source. You will be able to get the initial momentum going to reach the point of inertia for that source. We have to expand our sourcing beyond just job boards. When we do that, we focus on what I call high power sources. Once we focus and optimize these sources, we can build flywheels that spin faster and feed themselves in the future. If we work together, we can find a constructive way to feed valuable people into each other's flywheels. You’ll find the greatest flywheel success when the recruiting and marketing teams work together.

90 Days of Sourcing: 3 Steps to Get Direct Interest Followers to Work for YOU!
90 Days of Sourcing: 3 Steps to Get Direct Interest Followers to Work for YOU!

Direct interest applicants are a great source for qualified, fit, eager candidates. You have to actively drive the flywheels in order to maximize the results from direct interest. People with direct interest are looking for you specifically because they know, like, and trust you. They like your products and services, or your brand, culture, and values. Tune in to learn the three-step process to maximize those results from direct internet sources. I'll give you a hint... Manage your buy-in, understand the flywheel, and finally... run around it multiple times! Listen to the podcast to hear Ryan Kohler dive into the real details of it all.

90 Days of Sourcing: Successfully Convert Followers into Qualified Applicants
90 Days of Sourcing: Successfully Convert Followers into Qualified Applicants

There are many powerful ways to use social media for recruiting. Use Facebook to attract your fans and followers! While Facebook groups generally don't cost any money to post to... they do require your time, attention, and creative effort if you want to maximize your results. This is yet another reason to use a flywheel. Add that fuel and remove and reduce the friction! Tune in to learn the 5 steps to building that successful social media flywheel!

90 Days of Sourcing: Power Source Flywheels Are More Efficient than Job Board Funnels
90 Days of Sourcing: Power Source Flywheels Are More Efficient than Job Board Funnels

Sometimes it feels like getting the right applicants is just out of our control or that the only way to increase our applicant flow is to throw money at it. If you feel that way, Ryan Kohler has a solution for you! It's all about a power source, which is a way to generate applicants and focus on engaging people who have the highest potential to be hired. Tune in to learn about the different flywheels and sources that will help you obtain the highest quality applicants out there!

90 Days of Sourcing: Use Applicant Power Sources, Not Just Job Boards!
90 Days of Sourcing: Use Applicant Power Sources, Not Just Job Boards!

Sometimes it's time to switch it up, like... adding a different type of sourcing power into your recruiting mix. As we have learned, when it comes to sourcing applicants, it's just marketing. We start with the low-hanging fruit and then move up the tree! Once we have moved up, we have to find a way to the very top, that last rung. Listen in and hear how Ryan Kohler breaks it all down. From the sourcing issues to new sourcing ideas, and then ending with a solution for any company!