It is often essential for the Human Resources Department to be discreet when hiring new employees because it takes a lot of effort and training time to create quality performance from these people. An organization needs to learn how to measure recruitment to know if the human resources department in a certain organization is performing well in meeting the demands of the organization. Only those who have excellent profiles can obtain the position, as well as those who are projected as efficient for the position.

A good profiling and selection is the basic step for all types of hiring. Most recruiters think that skills are the most essential to pass the first step in the selection. However, if the applicant does not pass the minimum skill requirement, it means that they will not be efficient enough for the job. That’s one of the big mistakes in recruiting. There are many ways to measure recruiting effectiveness to save time by going through a “trial and error” approach every time you hire.

If you want to measure the production point of view in recruiting, you can make a relative comparison between employee production and product knowledge and the recruiting and training team. The other perspective is on the financial side of the business, and here you can measure the effectiveness of performance recruiting. There are actually three types of throughput, which are first pass throughput, second pass throughput, and RTY or roll through put throughput. The first is very simple and can be easily calculated by simply dividing the number of people hired by the number of people interviewed. Then, for the second pass performance, the number of people is divided by the number of applicants who passed the second exam times the number of those who passed the first exam. And for RTY, the first pass throughput percentage is multiplied by the second pass throughput percentage and multiplied in the third pass.

Another way to measure recruiting performance is the cost per hire. You can divide the total hiring costs by the number of positions filled. The quality of new hires is another measure. You can test employees in their first ninety to one hundred and eighty days during their training days and actual work days. This period is long enough for you to see if students meet the performance level on their testing period and then you can include them for remediation. This is really systematic and you won’t get lost.

With all these methods available to handle recruiting, you will save not only time but also money. You also lose something when you advertise a job opening, exam processing, and other things related to the application process. When you know how to measure recruiting, you reduce costs and also the likelihood of getting inefficient employees. It’s not wrong to set high standards for your company. It’s just that you’re making sure you’re getting the best workmanship from a multitude of skilled people in the industry.