如何考核招聘经理
Quality / Accuracy
1. # of "superstar" hires in Productivity rates or error rates.
2. Speed of promotions of hires.
3. # of awards / recognition's of hires.
4. 5. Dollar amount of bonus / pay for performance of hires.
5. # or % of qualified applicants who exceed the qualifications of our best current employees.
6. # or % of hires who exceed the qualifications of our best current EE's.
7. # or % of offers accepted.
8. % of new hires involuntary terminated.
9. % of unqualified applicants nt to managers.
10. % of diver applicants / hires.
11. Accuracy of work force demand / supply forecasts.
12. # or % of "Agile" hires (Multi-capable, flexible, "continuous learning individuals").
13. # or % of top tier (top 1%) of college hires.
14. Accuracy of pre-employment "tests" in predicting the quality of a hire.
15. Accuracy of recruiters "asssments" in predicting the quality of a hire.
Quantity
17. # of "offered" candidates lost to direct competitors.
18. # OR % of all applicants that are qualified for the position.
19. # of total respons to our recruiting efforts.
20. # of recruits identified / referred per position.
21. % (ratio) of referred applicants who are hired (hit rate)
22. % of required / scheduled employment process (references, interviews etc.) actually completed.
23. # or % of hard to fill positions filled.
24. # or % of EEO complaints / lawsuits.
25. # of termination's of new hires within 6 months of hire (voluntary and non-voluntary).
26. # or % of internal placements.
27. # of applicants in "Applicant Pool" available for "fast" hire.
28. % or # of "non-active" job ekers (currently employed and not l糯米肉丸子的做法
ooking for a job) identified.
29. % of recruitment sources evaluated and dropped for newer more effective sources (per year).
30. # or % of hires from our "direct" competitors.
Time or Speed
31. Time to respond to initial requisition (respon time).
32. Time until resumes received.
33. Time between receipt of resumes and time received徐迟
by managers.
34. Time to offer / hire (time to fill).
35. Time until termination / tenure of new hires (months of tenure rate).
36. Time required for new hire "break-in" / Training required by new hires.
37. Average # of days each position is open.
38. Speed to hire for critical / emergency positions.
Customer Satisfaction
(Applicants and Hiring Managers)
39. % of applicants (both initial rejects and tho lected for asssment) satisfied with the recruitment process.
40. % of hires satisfied with the recruitment process.
41. % of hiring managers satisfied with the recruitment process.
42. % of satisfied applicants of internal placements.
43. Ranking of employment (by managers) as a contributor to meeting their goals / profitability.
44. # of complaints or legal actions.
45. The ranking of employment by managers (as a contributor to profitability) compared to all other "overhead functions" and compared to last years ranking.
Money or Costs
46. Starting salary of new hires (Compared to industry average o财务实习总结
r per unit/ $ of their productivity).
47. $ spent on recruiting / per new hire (cost per hire).
48. Relocation expens per hire.
49. % of total recruitment budget that is "variable" (not fixed) to allow for easy reductions during slow hire times.
50. % of total budget (total administrative and/or HR) spent on employment.
51. Lowest cost per unit of employment rvice (Ex : per reference check) than our primary competitors.
Other Indications of Quality Employment Systems
52. The extent to which each of our employment practices/ systems is superior to that of our direct competitors.
53. Becoming an / the Employer of Choice (EoC) for our industry or region.
54. Incread corporate "capability" as a result of strategic hiring.
55. All employment systems u technology, require no formal training and are paper less.
56. Managers can access the employment intranet 24 hours a day.
57. All employment systems have international capabilities.
58. Periodically tracks acceptance and turndown reasons / caus and us them to continually improve our systems.
59. All employment systems produce quality employment documentation.
60. All employment systems continually evaluate the effectiveness of each individual recruiter, screener and employment system.
61. It does comparisons of all of our employment data with last years, industry average, best in industry, our chief competitor in order to continually improve.
