Contents of recruitment evaluation

Cost-benefit evaluation of recruitment

Refers to the process of investigating, verifying and evaluating the recruitment expenses according to the budget. It is an important index to measure the recruitment efficiency.

Recruitment unit price = total expenditure (yuan)/number of employees (person)

Before making a recruitment cost assessment, you should make a recruitment budget. The annual recruitment budget should be a part of the total budget for human resources development and management throughout the year. Recruitment budget mainly includes: recruitment advertising budget, recruitment tests budget, physical examination budget and other budgets, among which recruitment advertising budget accounts for a considerable proportion. Generally speaking, it is reasonable to allocate the budget according to the ratio of 4:3:2: 1.

Hire evaluation

Hired personnel evaluation refers to the process of evaluating the quality and quantity of hired personnel according to the recruitment plan.

Number of employees: The number of employees can be represented by the following data.

1) Employment rate formula:

Employment rate = (number of employees/number of applicants) × 100%

If the employment ratio is small, the quality of the recruiter is relatively high, on the contrary, the quality of the prospective recruiter is low.

2) Recruitment completion rate formula:

Recruitment completion rate = (number of recruits/number of planned recruits) × 100%

If the recruitment completion ratio is equal to or greater than 100%, it means that the recruitment plan is fully or overfulfilled in quantity.

3) Apply the proportional formula:

Application proportion = number of applicants/planned recruitment

If the proportion of applications is large, it means that the effect of publishing recruitment information is better, and it also means that the hired personnel may have higher quality.

Quality of the hired personnel: In addition to reflecting the quality of the hired personnel with the employment rate and application rate, we can also rank the hired personnel according to the requirements of recruitment or job analysis to determine their quality.

Recruitment evaluation

1. Average job vacancy time

The average job vacancy time is calculated as follows:

Average Vacancy Time = Total Vacancy Time/Number of Supplementary Posts × 100%

This indicator reflects the average vacancy time of each position and how long it takes for new employees to fill vacancies, which can reflect the work efficiency of recruiters. The smaller the index, the higher the recruitment efficiency.

2. Recruitment qualification rate

This indicator reflects the quality of recruitment, and the number of qualified recruits here refers to the employees who have successfully passed the post adaptability training and probation assessment and finally become regular employees.

3. New employees' job satisfaction with recruiters

Good advice can improve the work level of recruiters.

4. New employees' satisfaction with the enterprise

Evaluation reflects the recognition of new employees to the enterprise to a certain extent.