Evaluation of the recruitment

Evaluation of the recruitment process plays an important role in building human

resources in all businesses. Not only recruiting the right position, qualified, but the
employer also has to ensure the optimal cost for the recruitment process to be most
effective. Therefore, evaluating and measuring recruitment effectiveness plays a role
in any business.
And there are a number of criteria that managers can use to gauge their hiring process,
including:
* Recruitment cost
* Number of candidate profiles
* Recruitment time
* Candidate quality
*Rate of employees leaving
1.Recruitment cost
This is the first criterion when evaluating the recruitment process that managers
cannot ignore. HR managers who know this indicator will know how to allocate
budgets and calculate details for each recruitment channel to evaluate the effectiveness
of each channel. In fact, businesses will spend more budget if the recruitment time is
longer.
2.Number of candidate profiles
The process of recruiting and training personnel, especially recruiting personnel in a
normal business, will be evaluated for effectiveness through the number of candidate
profiles. The higher the number of submissions, the greater the effectiveness. On the
contrary, the smaller the number of applications, the less effective the recruitment and
training plan is of course. However, many candidates often "close their eyes" to send
the message, so there will be applications that do not match the recruitment
requirements. Therefore, employers need to conduct a selection of suitable resumes to
schedule interviews. Therefore, sometimes the number of applications is not
necessarily the number one criterion when evaluating recruitment effectiveness.
3. Recruitment time
This metric measures the amount of time it takes to successfully recruit an employee.
The recruitment time is calculated by the number of days from the time the recruitment
demand is approved to the time the enterprise successfully receives the personnel. In
fact, the average recruitment time can be a binding factor in terms of responsibility for
recruitment specialists or the entire human resources department in the implementation
of recruitment plans and solutions. personnel. Besides, recruitment time is also a basic
condition for planning for departments in proactively setting up human resource plans
and strategies. On average, the time to successfully recruit an employee at the
employee level is about 1 month, while the Leader or Manager level personnel will
take longer. Some organizations with good recruitment brand, strong corporate culture,
the recruitment time will be shorter, about 1-2 weeks.
4.Quality of candidates
This can be said to be the most important criterion that every manager pays special
attention to. Recruitment quality is a criterion to evaluate the effectiveness of core
human resource recruitment. This criterion is intended to determine the quality of
candidates and the appropriateness of the recruitment process in screening talent for
the company. In addition, it also shows whether the working environment, company
culture and recruitment brand are really suitable for new employees. This recruitment
quality is reflected in whether the employees do the job description they received
when they were recruited into the company. After the end of the probationary process,
how many employees are officially contracted is also a criterion to evaluate the
recruitment effectiveness of the enterprise.
5. Employee leave rate
Finally, an equally important criterion is the employee turnover rate. After going
through the recruitment and trial period, some candidates will become full-time
employees. At this point you also need to track the number of employees leaving the
new employees at your business. According to one statistic, an average of 25% of new
hires leave their company within the first year of joining. If this is happening in your
organization, you need to reassess its effectiveness to further refine the hiring process.
Conclusion
Evaluating the recruitment process is difficult and time consuming. However, once
you understand the methods and criteria that help define effective recruitment policies
and strategies, you will be able to implement optimal training and recruitment plans
and retain high-performing candidates.