5 criteria to evaluate the most standard recruitment process

Evaluation of the recruitment process plays an important role in the construction of human resources in all enterprises. Not only in order to recruit the right position and meet the criteria, the employer must also ensure the optimal cost for the recruitment process to be most effective. Therefore, evaluating and measuring recruitment effectiveness plays a role in any company.

1. Cost per recruitment

This is the first criterion when evaluating the recruitment process that managers cannot ignore. This metric measures the average cost of hiring each new employee. The calculation formula will be:

Cost per hire = Recruitment budget (including salary for HR staff): Number of new employees coming to work in the same period.

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, companies will spend more budget if the recruitment time is longer. This will lead to a situation that the total cost of recruiting each employee, even at the basic level, will become more expensive and expensive.

2. Number of candidate profiles

The process of recruiting and training personnel, especially recruiting personnel in a normal company, 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.

5 criteria to evaluate the most standard recruitment process

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. Reducing recruitment time is one of the top priorities of the human resources department, especially businesses that have to recruit personnel in large numbers and continuously.

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. Candidate quality

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 company.

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 plans and retain high-performing candidates.