What does the recruitment evaluation include?

1, cost-benefit evaluation. Refers to the process of investigating, verifying and evaluating recruitment expenses according to the budget.

2. Evaluation of employed personnel. Refers to the process of evaluating the quality and quantity of employees according to the recruitment plan. Number of employees: The number of employees can be represented by the following data.

Employment rate formula: employment rate = (number of employed persons/number of applicants) × 100%. The smaller the employment ratio, the higher the quality of the employed.

Recruitment completion rate formula: recruitment completion rate = (number of employees/planned recruitment number) × 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.

Application proportion formula: application proportion = number of applicants/number of planned recruits. 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.

3. Recruitment evaluation. Pay attention to the average job vacancy time. The calculation formula of the average job vacancy time is:

Average job vacancy time = total job vacancy time/number of supplementary jobs × 100%. This indicator reflects the average time for new employees to fill each vacancy, which can reflect the work efficiency of recruiters. The smaller the index, the higher the recruitment efficiency.

4. 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.

5. New employees' job satisfaction with recruiters.

6. Good suggestions can improve the work level of recruiters.

7. New employees' satisfaction with the enterprise. Evaluation reflects the recognition of new employees to the enterprise to a certain extent.

Extended materials:

What factors need to be measured for effective recruitment?

1. Training cost: the difficulty of training in a short time. Easy to cultivate, as a secondary criterion for inspection or not; If it is difficult to cultivate, take this as the main inspection point.

2. Crowd discrimination: the difference and discrimination among applicants at a survey site. If the degree of discrimination is small, it shall be regarded as a secondary standard or not investigated; As the main point of investigation, the degree of discrimination is large.

3. Degree of environmental constraints: the degree of influence of environmental factors on the performance of duties at the inspection site. High environmental constraints, as a secondary standard or not to be investigated; If the degree of constraint is low, it will be the main checkpoint.

4. Measurability: The extent to which inspection points can be measured by existing methods. Can't or difficult to measure, as a secondary standard or not; Easy to measure, as the main checkpoint.

Baidu Encyclopedia-Recruitment Demand Analysis