It is often essential for the HR Department to be discreet in recruiting new employees because it requires a lot of effort and training time to create quality performance from these people. An organization needs to learn how to measure recruitment to tell if the HR department in a certain organization is performing well to meet the demands in the organization. Only those who have excellent profiles can get the job, as well as those who are projected to be efficient for the position.
Good profiling and selection is the basic step for all kinds of recruitment. Most recruiters think that skills are the most essential in passing the first step in selection. However, if the applicant does not pass the minimum skill requirement, then it means he will not be efficient enough for the job. That is one of the big mistakes in recruitment. There are a lot of ways to measure recruitment effectiveness in order to save time in conducting a "trial and error" method every time you hire personnel.
If you want to measure the production point of view in recruitment, then you can make a relative comparison between the employee production and product knowledge and the recruitment and training team. The other perspective is about the financial side of the company, and you can measure the recruitment effectiveness here by yield. There are actually three kinds of yields, which are the first pass yield, the second pass yield, and the RTY or roll through put yield. The first is very simple and can be easily calculated by just dividing the number of people hired by the number of people interviewed. Then for the second pass yield, the number of people is divided by the number of applicants who passed the second test by the number of those who passed the first test. And for the RTY, the percentage from the first pass yield is multiplied by the percentage from the second pass yield and multiplied in the third step.
Another way to measure recruitment performance is the cost-per-hire. You can divide the total recruiting costs by the number of filled positions. The new hire quality is yet another measurement. You can appraise employees on their first ninety to one hundred eighty days during their training days and actual working days. This period is enough for you to see if the trainees meet the performance level in their probationary period and then you can now list them for regularization. This is really systematic and you will not get lost.
With all these available methods on handling recruitment, you will not only save time but money as well. You also shed out some when you are advertising a job opening, processing of exams, and other things related to the application process. When you know how to measure recruitment, then you cut down on costs, and also on the probability of getting inefficient employees. It is not bad to set high standards for your company. It is only that you are making sure you will get the best manpower out of a multitude of skilled people in the industry.