How to quantitatively assess recruiters

He Yi believes that: Generally speaking, for the quantitative assessment of recruiters, you can refer to the following aspects:

1. Number of recruits: Enterprises with large demand for general personnel have a large number of recruits every month, which can be directly assessed by the number of recruits or subdivided according to the difficulty of recruitment, such as senior talents, intermediate talents and ordinary talents.

2. Recruitment completion rate: The recruitment demand of some enterprises fluctuates greatly, so it is difficult to assess by absolute value. According to the monthly demand, the completion rate can be used for assessment.

3. Actual attendance rate: whether you are on duty or not, the actual attendance rate of more than one week is also a quantitative assessment indicator.

4. Per capita recruitment cost: used to assess the average cost of recruiting a person, and can also be subdivided according to talents, such as senior talents, intermediate talents and ordinary talents.

5. Average on-the-job time: Considering the efficiency of recruitment, the time from receiving demand to joining can be divided by talents.

However, sometimes whether the selection interview is passed or not is often not decided by HR, so you can also add some process indicators.

For example: 1, the number of qualified resumes recommended, the number of people who entered the interview and so on.

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