Design around data and metrics

What are you going to measure to assess success, and how are you going to measure it?

How to measure

Identifying the metrics to measure is the easy part—the work begins when you set up the infrastructure necessary to collect and report on this data. This will involve agreements with the workforce intermediary around collecting applicant data, creating common metrics and measurement standards across organizations and departments, engaging the information technology department, and identifying a skilled analyst (internally or externally) to calculate the return on investment. This staff time, in addition to software upgrades and other data infrastructure investments, should be included in the budgeting process when beginning a hire local initiative.

Tracking impact is critical to making the long-term case for institutional investments in inclusive, local hiring and career pathway programs. An important first step in establishing these initiatives is to ensure that you are collecting the right data, and that your software systems are able to track the information you want. In order to measure impact, variables should be tracked for both the general applicant pool and the pipeline pool. The general applicant pool refers to those who go through the normal channels when applying to jobs. The pipeline pool refers to those who go through cohort training, an internship program, or local workforce intermediary partnerships.

Variables to measure

Evaluating the hiring process

  • Application rate (number of applications per month, per year, by position)
  • Application success rate by position category
  • Location of applicants, by zip code
  • Location of successful applicants, by zip code
  • New hire starting wages
  • Demographics of applicant pool
  • Staff time spent recruiting and hiring, by position category

Evaluating program success

  • Retention rate after one year
  • Manager feedback on candidate performance
  • Employee satisfaction scores
  • Staff time spent on recruitment
  • Staff time spent on training and orientation
  • Administrative costs

Evaluating career ladder success

  • Changes in wages of training participants
  • Retention rate of training participants
  • Employee satisfaction scores
  • Number of positions filled from internal candidates
  • Average cost of recruiting external candidates for positions being trained into
  • Demographic changes in targeted position categories
  • Location of employees taking advantage of training opportunities

Measure your workforce baseline

Key ways to assess your current workforce and existing commitments

Survey your workforce policies and practices

Which policies and processes are working? Which are barriers to success?

Map your community's assets

You know your community needs jobs—but do you know the strengths it can offer?

Identify your partners

A workforce pipeline doesn't have to be built alone—who will be on your team?

Plan for sustainability

How do you institutionalize programs and get the whole team on board?