How to quantitatively assess recruiters?

Heyi believes that: Generally speaking, the following aspects can be referred to for quantitative assessment of recruiters:

1. Number of recruits: Generally speaking, for enterprises with large demand for personnel, monthly recruitment There are a lot of people, so you can directly use the number of recruits for assessment, and you can also subdivide them according to the difficulty of recruitment, such as senior talents, intermediate talents, ordinary talents, fresh graduates.

2. Recruitment completion rate: Some companies’ recruitment needs fluctuate greatly, and it is difficult to use absolute values ??to assess them. The completion rate can be used for assessment based on monthly needs

3. Actual attendance rate: Whether you are on duty or not, and actual attendance for more than one week or half a month is also a quantitative assessment indicator

4. Per capita recruitment cost: used to assess the average cost of recruiting one person, and can also be divided by talent, such as senior talents, mid-level talents, ordinary talents and fresh graduates.

5. Average arrival time: Considering the efficiency of recruitment, the time taken from receiving the demand to joining the job can be divided according to talents

But sometimes whether the selection interview is passed or not is often determined It is not decided by HR, so some process indicators can also be added

For example: 1. The number of qualified resumes recommended 2. The number of interviews, etc.

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