How to do a good job in recruitment evaluation

Staff recruitment is an important work of human resources department of an enterprise, and the evaluation of recruitment effect is an indispensable link in the recruitment process, which not only helps to test the effectiveness of recruitment, improve recruitment quality, reduce recruitment cost and improve future recruitment, but also improves the overall business performance of the enterprise. Here is a brief introduction to the contents and methods of enterprise recruitment effect. Basic contents of recruitment effect evaluation

1, recruitment cycle

Recruitment cycle refers to the recruitment time required to complete a position. For enterprises, once the position is released, it shows that this position is needed by enterprises. If you can't recruit suitable talents for a long time, it will have a direct impact on the operation of the enterprise. Even if this position is not urgently needed, the longer the recruitment cycle, the more manpower, material resources and financial resources the enterprise will spend on it.

The satisfaction degree of the employing department refers to the satisfaction degree of the leaders of the employing department to recruiting employees. Recruited employees directly obey the arrangement of the employing department and are used by the employing department. If the employing department is seriously dissatisfied, job recruitment is likely to restart.

2. Recruitment success rate

Refers to the ratio of the actual number of employees to the number of interviews. Many companies will receive many resumes after posting positions. At the same time, the company will download some job resumes independently as needed, and then send interview invitations to some job seekers after screening. The success rate of recruitment is directly related to the popularity of employers.

3. Recruitment completion rate

Refers to the ratio of the actual number of employees to the planned number of recruits. Especially in grass-roots posts, there are a large number of employees and a large number of recruits, but often due to various factors, the actual number of people who can take up their posts can not reach the planned number, which is bound to be related to the company's post setting.

4. Recruitment cost

Refers to the total cost of a job recruitment, including explicit cost and implicit cost. Enterprises are sensitive to the explicit cost of recruitment, but have insufficient understanding of the hidden cost. The accounting of recruitment cost depends on many factors, besides recruitment advertising cost, recruitment personnel cost and internal recommendation incentive funds, there are also hidden costs such as internal communication and internal negotiation that cannot be ignored.

How to evaluate the recruitment effect

First, we should standardize basic management.

1. As the recruitment effect evaluation work implemented by enterprises, we must first formulate relevant management systems on the basis of fully considering the actual situation of enterprises.

Since it is a recruitment management system, it must be based on extensive consultation. Once divorced from reality, it is difficult to achieve or unconvincing in implementation.

3. The specific management system must be able to guide, manage and supervise the recruitment effect of the enterprise, and it must be discussed and passed by the workers' congress, otherwise it is unreasonable and legal.

Second, recruitment procedures must be standardized.

1. In the evaluation process, we must first check and evaluate whether the enterprise has completed the recruitment procedure in strict accordance with the provisions of the management system during the recruitment process.

2. Does the person who specifically manages human resources in the enterprise have good recruitment quality and ability? If he doesn't or doesn't abide by the management system in the process, his system will be ineffective and can't achieve the due recruitment effect.

As the person in charge of human resources, we must always care about and pay attention to the process and effect of recruitment. Once the subordinates are incompetent or ineffective, we must solve or adjust them in time.

Third, examine the overall effect of recruitment.

1. We must make a major breakthrough in the recruitment plan, recruitment methods, recruitment channels, implementation steps, etc., and investigate the recruitment effect; At the same time, we need to pay attention to the details, including the age structure, education, stability, etc., and try our best to do well in combination with our actual ability. This is a problem that human resource managers must pay attention to.

2. The number of annual recruits and the recruitment success rate are important recruitment effects. Once the important indicators are not completed, it will not affect the overall production management of the enterprise.

3. Comprehensively strengthen the management of the recruitment system, especially the training of recruiters, business promotion, professional promotion and management promotion, so as to continuously strengthen the recruitment effect of enterprises.

Fourth, constantly reflect on the actual effect of recruitment.

1, reflect on whether the whole recruitment management system is reasonable and whether it can guide and standardize the recruitment effect, otherwise it must be changed or improved in time.

2. Reflect on the professional ability and subjective ability of the hiring manager. Although the recruitment market is ever-changing, as long as managers work hard and do well, it is the last word.

3. Reflect on the comprehensive content of enterprise recruitment effect, conduct a comprehensive investigation from all aspects of enterprise recruitment, steps and management, guide and guide the future recruitment of enterprises from the opposite side, and provide another world for enterprise recruitment.

How to write the evaluation report of recruitment effect?

1. First of all, it should be clear that the recruitment report is written according to this recruitment plan, that is to say, the main evaluation content of the recruitment evaluation report is to evaluate your own recruitment plan.

2. When writing the evaluation report, don't write the process in the recruitment plan. The main result is the analysis report, which needs to be analyzed in detail through data and actual situation.

3. The writing format of the recruitment evaluation report is generally similar to that of the recruitment plan. After the recruitment, the writing time mainly analyzes the success and shortcomings of the recruitment plan.

4. Writing a recruitment evaluation report is generally divided into two parts: process and result. Describe the results first, which is the requirement of the recruiter. In the recruitment report, how much has been completed and what has not been completed.

5. The unfinished part must state the reasons and put forward reasonable improvement suggestions based on this experience and lesson. This is the most important point in the recruitment report. Of course, the recruitment report should also reflect the personnel analysis of a single recruitment position to reflect the completion of this recruitment goal.

6. The analysis and evaluation of the recruiters in the recruitment report are mainly elaborated from the aspects of age, gender, education level and personal quality, and of course, it should also reflect the recruitment rate, the total number of interviews, the number of eliminated people, the number of probation people and the number of final recruits. The recruitment report reflects the summary and analysis, so that the recruitment report can be specific and clear.