Evaluating Recruitment Procedures In A Company

Most companies know that their most valued assets are their employees. Therefore, the company has to make sure that they are developing a strong recruitment selection process that identifies the best candidates both internally and outside the company. Using routine evaluation procedures, methods and strategies can assist with retaining new workers. These methods and strategies can also assist with selecting internal employees for different advancement opportunities, which can also assist with retaining top performers. The best evaluation methods have been designed to assist with identifying successful processes that should be modified or enhanced. These methods can also assist with eliminating ineffective processes that are not working.

Therefore, to evaluate the recruitment and selection process, the recruitment team will have to create measurement standards; track the data that has been measured, and review all associated costs. Trying to determine the effectiveness of any type of business or process is difficult and sometimes impossible if there are no measurement standards. Solid measurement systems will allow the recruiters and the company’s management teams to track new employee turnover rates. This type of measurement system should also include a metrics that shows employee satisfaction as well as the average position vacancy time frames.

Recruiters can also assess different types of qualitative measurements and information by generating and distributing employee, candidate and management surveys. To get a good relevant picture of what is happening with the numbers that are being tracked the recruitment team will have to review the data that has been tracked over a period of time. For example, if the team implements a specific program that has been designed to reduce employee turnover, they will need to track it for an extended period (i.e. 6 months, quarterly, yearly etc.), to see if the new program is working. Companies that have high turnover rates throughout the year should review their number as frequently as possible.

The team should look for both positive and negative trends when they are reading the numbers. If the trend is negative, the program may need to be reengineered or eliminated. The costs of recruitment should also be measured and tracked. The cost that should be tracked is human resource personnel time, advertising expenditures, signing bonuses and reimbursements for moving costs. Each type of costs should be reviewed separately in order to determine if there is specific place where the company may be overspending as well as other places that should be increased to ensure the company maximizes their potential in all areas.

By: Mark J Gregory

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Mark J Gregory is writing on behalf of Ashley Associates, who are a Recruitment Agency and offer recruitment to recruitment companies and Recruitment to Recruitment