Recruitment—What Are You Still Missing?
Aside from traditional results evaluations, in the process of recruiting it’s important to pay attention to the following influential variables:
1. The scientificity, reasonableness and comprehensiveness of the recruiting plan.
On one hand, it’s important to investigate whether or not there is lacking or wasted talent; on the other, it’s important to investigate whether or not the recruiting plan suits the strategic goals and future development of the organization.
2. The conduct of recruiting staff during the recruitment process.The professionalism of hiring personnel will influence the quality of the recruitment, as well as the opinions and impressions candidates hold of the company. For this reason, investigations should include the willingness of hiring staff to consult with user departments regarding hiring requirements.
3. The efficacy of recruiting channels.When they first get up and running, many companies don’t analyze the differences between different recruitment channels. Blindly soliciting applications, however, can lead to a flood of unsuitable candidates and affect the entire hiring process.For this reason, it’s important to analyze the results of using different recruitment channels, and to choose the most suitable methods based on the nature of the company and its development.
4. Whether or not recruiting was done according to standards and norms.
5. The choice of recruitment policies, the formulation of recruiting plans and whether or not recruiting procedures are in line with the company’s mission, operating goals and values.
6. The speed of recruiting decisions and the attitudes and methods regarding rejected candidates.
7. The satisfaction of new workers, including their satisfaction with hiring personnel, their position and the company.Their satisfaction with the performance of hiring personnel shows their impressions of the recruiter’s work; their satisfaction with their position reflects their compatibility with the post; and their satisfaction with the overall company reflects their approval of the enterprise.
These are the main components of the recruiting results evaluation.It’s important to notice that, in practice, many companies use employee turnover rate as an indicator of the efficacy of recruiting—indeed, this is a far-fetched approach. Due to the fact that employee turnover is also affected by other factors such as overall company salaries, co-worker and boss relations, prospects for development, and industry potential, this is not a phenomenon completely controlled by HR departments, let alone recruiting staff. Nonetheless, employee turnover during the probationary period can be a suitable indicator.
Besides that, recruiting evaluations should be done by a group including HR managers, recruiting personnel and leaders from user departments. It’s especially important to solicit the opinions of user departments—from an operations perspective, recruiting is essentially for the benefit of user departments. Therefore, their satisfaction should be a heavily-weighted factor in the recruiting process.
