What are the indicators to measure HR recruitment?

(1) Is the recruitment plan controllable? Recruiters should be clear about the company's annual recruitment plan. For example, how many people will the enterprise recruit next year? What are the departments with the largest number of recruits and what is the proportion of the total number of recruits? Wait a minute. These questions. At the same time, in order to ensure the effectiveness of the recruitment plan, it is necessary to know the personnel situation with the person in charge of the employing department regularly every month to prevent changes. Doing so can ensure the initiative of recruitment, and can release recruitment information in advance or organize other recruitment methods. (2) Whether the recruitment channels can be fully unblocked. Recruitment channels should be comprehensive, that is to say, recruitment methods should be diverse. Generally, the most commonly used are online recruitment, campus recruitment, employee recommendation and on-site recruitment. Of course, there are other newspapers, magazines, trade associations and so on. Smooth recruitment channels mean that recruitment channels should be effective and can achieve the purpose of recruitment. If the recruitment channels can't achieve the purpose of recruitment, it's useless to have more. (3) Whether the recruitment cost can be effectively utilized. In practice, the human resources departments of many enterprises are wasting recruitment expenses. At present, recruiters in many companies always engage in on-site recruitment when there is a shortage of people, but on-site recruitment costs hundreds or thousands of dollars every half day or a day, which is very expensive and often too expensive to recruit suitable people. Recruiters should use all means to recruit people without spending money or less. For example, you can take the initiative to search the talent pool of some new or less well-known recruitment websites, which are generally free. In short, spending the least money to recruit the most people is a major principle of recruitment. (4) Whether to recruit people on time. Ensure that personnel can be in place in time. (5) Whether the required number is recruited. For example, the company planned to recruit 10 employees in February, and only 4 employees were recruited. Obviously, the recruitment work was not done well. (6) whether to recruit the right person. The best person is often not necessarily the most suitable, the key is whether this person is qualified for the job and does it well. This requires that the recruiter should have a pair of golden eyes in the interview, and be able to provide constructive opinions to the department heads and persuade them to adopt their own suggestions. (7) Age structure of personnel. This is often overlooked. In fact, the overall age structure of a company's employees is very important. Whether it is aging or younger is an important factor affecting the vitality of an enterprise. (8) the structure of talent education. This is often overlooked. The academic structure of enterprises is often related to the construction of talent echelon in enterprises. A reasonable academic structure can stimulate employees' upward motivation, provide employees with a clear development prospect, and is a great weapon to retain employees.

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