The recruitment process is a key HR Process, which has to be able to handle large volumes of job vacancies, job resumes, job candidates and participating hiring managers. The recruitment process has to be measured on the regular basis. It helps to identify gaps in the process and the overall performance. HR has to determine the key recruitment measures to report the performance of the recruitment process. The recruitment measures are used for setting the expectations.
The recruitment measures are directly linked with the recruitment strategy. The recruitment strategy sets the priorities for the recruitment process and the priorities manage the target values for the different recruitment measures.
HR has to determine the right target values for the different recruitment measures to design the right mix. The measurement helps to identify gaps in the process. HR Recruiters can focus on the specific issues, and they can monitor the development of the recruitment process.
The recruitment process should be measured on the basis of the individual job positions. The results can vary for different positions on the basis of the function, organizational level, complexity of the job position and the geographic location.
The recruitment measures help to choose the right recruitment sources for different function, they help to reduce the recruitment costs, and they can be used as the basis for discussions about the development on the job market.
Common key recruitment measures
The common recruitment measures are crucial as they are quite standardized. Many external consultants offer independent recruitment measure values collected at different clients. The external measures are valued recruitment benchmarks to identify the realistic recruitment targets.
Time related Recruitment Measures
Time related recruitment measures are extremely beneficial. Managers want the new hires quickly. Time related measures are a solid foundation for discussions with the managers to set the rational expectations. Time related measures show the ability of the recruitment process to deliver the first candidates for the job interview and time to hire a final candidate.
The usual time related recruitment measures are:
- Time to Hire
- Time to Offer
- Time to Interview Job Interview Span
Volume related Recruitment Measures
Managers love to select the new hire from several job candidates. They do not like to see one final job candidate. The volume related recruitment measures demonstrate the ability of the process to attract enough job candidates.
The volume related recruitment measures demonstrate the ability of the recruitment process to attract the right job candidates. The number of delivered job resumes does not have to be high, but the manager can make a final decision.
The examples of the volume related recruitment measures:
- Job Resumes per Position
- Job Resumes after Prescreening
- Candidates/1st round
- Candidates/2nd round
Recruitment Sources Measures
The recruitment sources related recruitment measures are extremely valuable for the identification of the best performing recruitment sources. These measures allow to manage the recruitment budget and optimize the costs of recruitment.
The examples of the recruitment sources related measures:
- Cost Per Hire
- Number of hires/Number of job vacancies
- Internal Hires/External Hires