First of all, let's find out what the difference is between HR metrics and the key performance indicator of an organization's personnel (KPI) and which methods are more suitable for assessing the performance of recruiters.
HR metrics evaluate the process (for example, the time it takes to close a vacancy from the application to the start of work), while the purpose of KPIs is to evaluate the contribution made by a specific recruiter (for example, the time it takes to close a vacancy from the application to the agreement to start work).
HR metrics depend not only on the recruiter's activities, but also on other equally important factors: candidates, the organization in which they work, the hiring manager (the manager who hires people). So it is wrong to conduct an assessment based on only one person.
An HR metric is not always capable of becoming a KPI, but every KPI can become an HR metric.
Evaluation of the effectiveness of personnel selection
There are often talks about overseas chinese in usa data five criteria that can be used to evaluate each HR process. First, let's talk about employee selection.
Cost . With its help we find out how much was spent on any of the processes. For example, how much was spent to close a vacancy.
Duration . This refers to the period of time that begins from the designation of tasks to the final result. For example, how long it took to close a vacancy.
Quantity . This may include the number of candidates, stages, recruitment channels, etc.
Quality is the degree of perfection of a process. For example, the turnover rate of hired employees.
Feedback. This criterion can be used to analyze how satisfied the participants in the process are.
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Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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