We have this project regarding recruitment and I was asked on how the performance of recruitment and selection by HR is measured. I don't know the answer. Please help.
Explanation:
This is a measure of the organisation's efficiency in filling employee vacancies measured by the number of hours consumed by the whole process.
Explanation:
This measure that provides an indication of the focus on employee development and the effectiveness of succession planning. This can be used to encourage internal promotions, career progression, and employee loyalty.
Explanation:
This measure can provide data on the average time between promotions for employees in the organisation.
Explanation:
This measure provides an indication of how much it costs to replace an employee. This cost may be more significant to organisations with a high employee turnover. Areas to consider include:
Personnel time (HR and/or appropriate manager(s)); Agency/outsourcing fees;
Explanation:
The measure of labour flexibility assesses how easily an organisation can vary the size of its workforce in line demand.
Explanation:
This measure indicates the degree to which candidates are satisfied with the job offer being presented, and is also an indicator of the appeal of the organisation to potential employees and the perceptions held of the organisation as an employer. It however, may also be an indication of the skill of the originator of the advertisement!
Explanation:
This measure assesses the efficiency and effectiveness of the recruitment process.
Explanation:
A measurement of the number of interviews per job offer, this is an indicator of the efficiency and effectiveness of the HR department and Human Resources Management process, and in particular the thoroughness of the recruitment process.
Explanation:
This measure of the number of conditional job offers that are withdrawn can provide an indication of the efficiency and effectiveness of the HR department and Manage Human Resources process.
Explanation:
The measure of the number of rejected job offers can be an indicator of the appeal of the organisation to potential employees and their overall perceptions of the organisation as an employer.
Explanation:
On time delivery data provides a measure of the efficiency of the human resource department to fill open job positions in a timely manner.
Explanation:
A measure of the number of staff members actively recruiting new employees for the organisation, this data can be used as an input into the analysis of whether the current number of these employees is sufficient. This can be a useful benchmarking measure.
Explanation:
A measure of the number of staff members whose role is to seek new employees to fill open positions, this measure can be used in efficiency analysis of the HR function, and is a useful benchmarking measure.
Explanation:
A measure of the number of candidates available to fill each position advertised, this data could indicate how successful the organisation is at attracting potential candidates.