The recruitment and staffing process is a key HR Process to achieve the satisfaction of employees (especially managers) and the ability of the organization to reach its business targets and goals. The recruitment process is always monitored closely, discussed widely, and the goals of the recruitment process have to be defined precisely.
The recruitment process goals have to be approved by the top management and Human Resources has to provide a systematic Recruitment Dashboard to its internal clients. The internal clients will not complain about the recruitment in their departments when the dashboards are publicly available. Human Resources has to report the progress of the recruitment initiatives and the recruitment process improvements.
The general recruitment goals
The overall recruitment goals are always defined as the consensus among three main recruitment measures. The recruitment strategy has to define the right, expected mix of the measure to satisfy the organization. The recruitment measures are:
- Quality of candidates
- Time to Hire
- Cost of Recruitment
It is crucial to understand, the company cannot reach the highest values in all three goals with its recruitment process. The organization has to determine the right recruitment strategy to get the best value added recruitment process for the organization.
Quality of Job Candidates
The quality of candidates is especially crucial for many organizations. The organization offering complex products and services needs sophisticated, highly skilled and experienced job candidates.
It is crucial to set the right requirements of the organization in the quality of job candidates. The organization usually does not need the best candidates for all the job positions. The junior accountant is almost the same in most companies. It is necessary to realize the differences in job functions. HR and top management have to identify the key job positions.
The quality of candidates should be driven by the regular job design. The job design should cover the critical business areas where HR Recruiters should not make any compromise in the quality of job candidates.
Time to Hire
Time to Hire is critical in the business areas, which are driven by the volumes. The call centers and data typing functions prefer the speed of recruitment to the quality of delivered job candidates.
The time to hire has to be driven by the operational need of the business functions. The specialized functions usually prefer longer time to hire when they are sure, they will receive the best available job candidate.
The time to hire is a main driver to introduce and implement the changes in the recruitment process. Time to hire drives the satisfaction of the line management with Human Resources usually. HR usually introduces projects to increase the overall satisfaction of managers by shortening time to hire.
Cost of Recruitment
The cost of the recruitment is extremely valuable for Human Resources. HR usually pays invoices for the recruitment services provided by the external vendors. The top management evaluates the performance of HR Management on the basis of realized cost savings in the recruitment process. The implementation of cost-saving measures in the recruitment process is critical.
The decrease in cost of the recruitment is crucial as it allows to spend the savings from the recruitment process to other HR Processes. Other HR Processes can realize higher benefits in building the competitive advantage of the organization than the recruitment process.
Additional Recruitment Goals
The company can define the additional recruitment goals as it supports its business or HR Strategy. The additional recruitment goals are usually defined in the areas of:
- HR Marketing
- Corporate Promotion
- Internal Mobility
The additional recruitment goals are added on the basis of the request of the top management or HR Team can add them to support the overall HR Strategy. They should be taken as extras, not the basic goals for the recruitment process.