The number of people selected during the resume screening stage and the number of final hires are used to evaluate the quality of recruitment.

The number of people selected during the resume screening stage and the number of final hires are used to evaluate the quality of recruitment. correct.

Online resumes are characterized by a large number. If recruiters want to review applicants' resumes quickly and effectively, they must pay attention to two key points in reviewing online resumes.

1. Rapid Recruitment Screening and Evaluation

(1) Set up an online resume filtering system

When reviewing online resumes, a resume filtering system should be set up in advance. Hardware standards, such as academic qualifications, work experience, certificates, etc., are prerequisites for receiving resumes, so as to eliminate resumes that obviously do not meet the company's employment requirements in advance, thereby reducing the workload of recruiters in reviewing resumes. When setting up a resume filtering system, The various qualities and ability requirements of the talents required for the position should be determined based on the job description and job requirements, so as to extract keywords, and then the system will search, screen, filter, and score based on the keywords.

(2) Resumes filtered by the evaluation system

After filtered by the online resume screening system, recruiters should evaluate the resumes scored by the system. During the evaluation, special attention should be paid to identifying the characteristics of the resumes. For authenticity, check whether there are any contradictions in the resume, whether the description of the job content is reasonable and logical, etc. And based on the evaluation results, the compatibility between the applicants and the company is finally judged, and then it is determined which applicants can enter the next step.

(3) Personal evaluation and review

(4) The recruitment system sets its own planned talent pool

① Those who are willing to recruit (applicants may not necessarily Accept the offer) ② Recruitable personnel (the applicant is not particularly capable but basically qualified for the position) ③ Rejected personnel (the applicant does not meet the company's job requirements at all). Establish a recruitment talent pool, which will help recruiters distinguish the information of applicants and promote The smooth development of recruitment can also provide enterprises with emergency needs and solve the company's "urgent needs" of temporary employment.

2. Evaluation of the recruitment efficiency brought by individuals in the company

(1 )Effectiveness evaluation at the enterprise level

①The size of the recruitment ratio can reflect the quality of the recruits or applicants. The smaller the indicator, the higher the quality of the recruits.

②The size of the application ratio can reflect the effectiveness of the recruitment information release, and can also explain the quality of the recruitment effect. The larger the ratio, the better the recruitment effect, which means the better the recruitment information released by the company, and the company's The higher the degree of recognition.

③The recruitment completion ratio indicator reflects the quantitative completion of the recruitment plan. When the recruitment completion ratio is greater than or equal to 100%, it means that the recruitment has been completed or exceeded in quantity. Task, the size of the recruitment completion ratio directly reflects the success of the recruitment task.

④The recruitment success ratio refers to the number of people actually hired by the company and the number of people actually hired by the company. The larger the number, the higher the success rate of recruitment.