How to evaluate the process of enterprise recruitment activities

Recruitment evaluation is the most important link in recruitment. It is to understand the corresponding expenses in the recruitment process by accounting the benefits and costs of the process. And can be targeted to determine the items that should be spent and the items that should not be spent. Through the audit in this way, the expenditure cost can be controlled accordingly. But the premise must be to ensure quality and efficiency, and then reduce unnecessary expenses as much as possible to provide rich reference materials and experience for future recruitment.

The effectiveness of recruitment means that organizations use the functions of decision-making, organization and coordination in the recruitment process, optimize the recruitment process, rationally allocate various resource elements in the recruitment process, improve the management efficiency and level of recruitment, and maximize the recruitment objectives through "effective management".

The role of enterprises in evaluating the recruitment effect mainly includes the following three aspects:

(1) Evaluation of the number of employees: analyzing the reasons of satisfaction or dissatisfaction in the number of employees will help to find out the problems existing in each recruitment link and improve the recruitment work.

(2) Make expenses more reasonable and effective: Through cost-benefit accounting, recruiters can clearly know the purpose of expenses and distinguish which are "good steel used in the cutting edge", which is conducive to the rational distribution of recruitment expenses in the later period.

(3) Evaluation of employees' quality: Quality evaluation is not only conducive to improving recruitment methods, but also provides necessary information resources for other human resources work within the company, including training and performance evaluation.

Methods commonly used by enterprises to evaluate recruitment effect;

1, quantitative evaluation

Through the evaluation of the number of employees and the comparison between the number of employees and the planned number of employees, it provides the basis for the revision of enterprise human resource planning. Generally, the number of employees is assessed from three aspects: application ratio, employment ratio and recruitment completion ratio. Its calculation formula is:

Proportion of applicants = number of applicants ÷ number of planned recruits × 100%

Employment rate = number of employees ÷ number of applicants × 100%

Recruitment completion rate = number of recruits ÷ planned number of recruits × 100%.

2. Quality assessment

Through the evaluation of the performance behavior, practical ability and work potential of the hired employees after their entry, and the conclusions drawn from the job analysis, the hired employees are ranked, thus determining the recruitment quality. The method is similar to the performance appraisal method.

There are three indicators commonly used by enterprises:

Employment qualification rate = qualified employees ÷ actual employees × 100%.

Basic qualification rate = past average employment qualification rate

The difference between employment qualification ratio and basic qualification ratio = employment qualification ratio-basic qualification ratio.

3. Time assessment

Enterprises evaluate the timeliness of recruitment tasks, which is also called recruitment cycle evaluation. The time from putting forward the recruitment demand to the actual arrival of new employees, that is, the job vacancy time. Generally speaking, the shorter the vacancy time, the better the recruitment effect. However, due to the different relationship between supply and demand in the labor market, the recruitment difficulty and recruitment cycle of different types and levels are often very different, which needs to be analyzed in detail in combination with the actual situation.

Commonly used indicators are job vacancy rate:

Job rate = number of job vacancies in this period ÷ number of employees × 100%.

4. Cost-utility evaluation

Cost-utility evaluation is an analysis of recruitment cost effect, which mainly includes: total recruitment cost-utility analysis, recruitment cost-utility analysis, personnel selection cost-utility analysis and personnel recruitment cost-utility analysis.

The calculation method is as follows:

Total recruitment cost utility = number of employees ÷ total recruitment cost

Recruitment cost utility = number of applicants ÷ expenses during recruitment (recruitment cost)

Selection cost utility = number of people selected ÷ cost during selection (selection cost)

Personnel employment utility = number of people formally employed ÷ expenses during employment (employment cost)

However, from the practical point of view, at present, the performance evaluation of human resources recruitment in Chinese enterprises is mainly based on the quantity, quality and timeliness of job filling, and the recruitment cost has not been paid enough attention. The actual investigation shows that few enterprises accurately calculate the recruitment cost, even if the accounting method is too simple, the result is difficult to explain the problem.