To KPI or not

I too have experienced situations where stats were more important than relationships. Touching base rather than rapport building with candidates will reduce their confidence and as such they will give you less loyalty and commitment . Cutting Client call duration, to get to the point, makes them very much aware that you don’t care about them just what they can do for you. So why should they care for you? This is bad practice. However a problem that exists is the WHY of KPI's. The consultant will need some structure to adhere to; to give reference to success or failure but that structure must be aligned to the principles of good recruitment processes. The KPI function should stay with the management as MI. This collected info could then be used to flag obvious errors in practice. This should then identify areas of training for staff; bringing them back to the principles. If people were to learn the principles of recruitment then they would naturally place candidates in positions rather than forcing them into another predicament. Reading success backward is a mistake of greed and impatience.