In previous weeks, we discussed several Hiring KPIs, including on-time hiring and hiring velocity as well as monitoring in-seat status and attrition. Building and maintaining a scorecard on KPIs and most importantly reviewing it on a weekly basis will allow you to quickly identify areas of concern and trends. If you construct one at the beginning of the year, or better yet, going into the new year, you will be able to deploy the infrastructure to quickly gather data, format, and distribute it.
Below is an example of an executive-level summary hiring scorecard that can be leveraged, showing actuals color-coded by how they compare to the plan and by sales team segment:
When this type of high-level scorecard flashes any risk, you may also construct additional detailed scorecards, or a series of charts and tables with the raw data that can be used to deep-dive and to share. And whether it's done manually or using a centralized, integrated solution like Revcast, you will also need to coordinate the capture of this data across your teams and likely also with HR, depending on the specific Hiring KPIs you are scorecarding.
Why Should Revenue and RevOps Tracking Hiring KPIs?
First, you want to have your own understanding of hiring as it relates to the GTM function -- your team's readiness and capacity. As with all distribution and presentation of scorecards, adding context and commentary is critical. This is your opportunity to call out outliers of one-time conditions, what you may have identified as the source of trends or performance. Use these insights to identify any actions that may have already taken place or that you recommend.
For example, you may call out that for Small Business, the amount of hiring that needs to be done in Q2 is 2x that of Q1, and you are concerned about the degradation of the KPIs so there is risk. For Enterprise, you may call out that the team was down one hiring manager that is now onboard, and that manager will prioritize hiring so you expect the KPIs to improve.
The role of RevOps and senior sales leaders isn’t to just push our data. It is to have an opinion, build a narrative, and recommend actions.
Every hire, regardless of role, is a decision on where to invest.
Staying on top of these Hiring KPIs for the revenue organization, in relation to your plan and against productivity KPIs, will allow you to make the best decisions as your new year gets underway, to get back on track, to be agile in making adjustments and to maintain efficient growth.
Get the full 60+ page ebook of more revenue plan KPIs: The Metrics You Can't Ignore.
