, , , ,

The first [ever] HRM American National Standard, Cost-Per-Hire, was approved last month. It has evoked consternation among some, yawns among others and considerable scorn from those whose ideas about influence are fixed on individual Klout versus collective might (ok, this last should just evoke a smile). Seriously, this document represents a watershed agreement among hundreds of professionals making their livelihood from every aspect of recruiting and staffing. Within the next few years any vendor claiming to offer a means to calculate a C-P-H report will have to answer the question…”Is your methodology in compliance with the American Standard?”“The goal of this project”, as stated by Lee Webster, SHRM’s point person on this and many other standards poised to change the face of HR, “was to create a credible, comparable and consistent approach to calculating the costs of hiring workers. “ There is no judgment that CPH is inherently better or worse than any other measure of recruiting. That has been argued (and will be argued) incessantly for years without resolution. In our opinion, CPH is merely a means to assess the efficiency (not productivity) of a process…in this case recruiting. Whatever the arguments for its worth, which are certain to continue, the effort to once and for all define it, led by Jeremy Shapiro, currently a Sr. HR Analyst at Morgan Stanley, is a template for developing agreement on many more of HR’s building blocks lacking ‘standard’ definition, and, it clears the way to adding to the body of knowledge in staffing by tackling emerging tools in a disciplined fashion that mirrors our colleagues in the ‘harder’ sciencesThe CPH document as Lee stated, “was formed under procedures embraced by the American National Standards Institute and crafted by consensus by HR practitioners, academics, consultants, customers and other stakeholders who represent the American professional view of how this metric should be calculated.”There is no question in my mind that a series of effective HR and staffing standards that correlate to how we as professionals impact our firm’s bottom line (as well as the lives of the people affected by our businesses) will eventually transform HR. The only question left is whether you are going to participate. This Linkedin HRTechnologyConference Group discussion on CPH included 74 comments along with dozens of professionals who said “count me in for future standards initiatives”. Still, not everyone should join in. Patience and…more patience is a necessary attribute. For those with a long view, an email to lee.webster@shrm.org about your interest to serve will do. (Disclosure: I was, until 2012, the initial Task Force Leader for the Staffing and Workforce Planning Task Force out of which this standard was developed. I’ve stepped down to get more involved hands on in one of the Task force’s group working on a job description standard led by Dr. Michael Kannisto)
Original source article: CareerXroads