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Recruiter evaluation

Because our group has many subsidiaries, both at home and abroad, the recruitment task is very heavy. So we set up a recruitment department separately, and the recruitment part is domestic recruitment group and foreign recruitment group. There are 10 people in the recruitment team, most of whom are headhunters. Our initial assessment of the recruiter is the arrival of the personnel. Although this arrangement has high recruitment efficiency and is conducive to professional people to do professional things, there are also many hidden dangers, especially the low survival rate of new employees during the probation period. (1) The process that should be taken is not completed as required. For example, some time ago we hired a financial manager. From the simple history, the conditions are ok, and the conversation is ok. However, judging from his entry performance, he does not meet the requirements of our position, and some abilities are very lacking. We all feel incredible. Later, we reflected that the recruiter was eager for quick success and instant benefit, and did not do a background check on this person. A lot of information on the resume was not confirmed. He could have turned this person out at the interview stage, but now he needs to spend a lot of time and energy in the probation period. (2) casually promise candidates. Some recruiters privately promised some conditions that could not be fulfilled in order to let the candidates join the job as soon as possible, which led to the failure of the candidates to meet the requirements and leave their jobs during the probation period. (3) bullying the upper and deceiving the lower. In order to get candidates to work as soon as possible, some recruiters do not hesitate to disclose the company's salary bottom line, tell the interviewer's preferences and teach candidates how to pass the interview. (4) fraud. Some recruiters cooperate with candidates to falsify, such as background investigation fraud, income fraud, resume fraud and so on. After the above problems are exposed, we will punish the relevant recruiters and dismiss them. We have adjusted the performance appraisal scheme of recruiters, not only depending on the number of recruits and the number of grades, but also depending on whether the recruitment process is completed as required and whether there are irregularities in the recruitment process. Once there is a violation, not only will the performance bonus not be obtained, but the employees will also be punished by the company. At present, the above problems are basically gone, and the survival rate of new employees during the probation period has been significantly improved.