11 factors measuring the quality of recruitment

11 factors measuring the quality of recruitment
The "recruitment quality" is used to determine whether a recruitment is successful in recruiting the talents needed by the company. Many companies do not know how to measure this benchmark. Next we will introduce 11 different factors to measure the recruitment quality. 1. Target completion: Usually within the trial period, especially for white-collar employees, employers will establish special measures to determine whether new employees are successful in their new positions. In fact, it is necessary to set a goal that both parties agree. Goals can include quality, quantity, or a comprehensive measurement of both. For example, a technical engineer should write three manuals each month, and a software developer should write a series of codes and ensure the error rate is lower than 1%. In general, too many goals will lead to disagreements between the company and its employees, and cause controversy. Therefore, when establishing a goal, the appropriate amount and measurable value should prevail. 2. Capability: A retail company may expect an experienced telephone center representative to handle an average of 100 calls per hour and ensure that the customer satisfaction rate is "satisfactory" or above. Enterprises should understand how efficient new employees can achieve within the first month or within three months, and communicate their/her requirements with employees in a timely manner. 3. Motivation: are new employees interested in his/her work? Does he/she get to work on time and show her passion and motivation for work? For direct superiors or managers, This is a subjective criterion. However, it is still possible to provide managers with a series of criteria for judging motivation by formulating specific standards to describe abstract concepts such as motivation. For example, if an employee asks for more responsibilities, or wants to know more information about the company or work, this shows that the employee has a high level of motivation for his/her work. 4. Knowledge and Skills: Do new employees have the required job skills? A few companies hire an employee and then dismiss the same employee on the grounds that the employee lacks the necessary job skills. However, it is inevitable that a candidate claims to be a Senior Programmer, but in fact it is only an intermediate programmer. Therefore, it is necessary to use objective testing methods such as skill testing during the interview period and the trial period. However, this method also has its disadvantages, that is, many people are reluctant to participate in the test, especially when they have been officially hired. 5. Performance: Evaluate the performance of new employees to determine whether the performance of new employees is equivalent to that of other employees in the department. Although such an evaluation cannot be separated from subjectivity, strict evaluation criteria can still be used to achieve success. The same-level employee evaluation and 360-level evaluation can help the company obtain more objective evaluation results. The company allows employees at the same level to evaluate new employees during the trial period and determine their performance based on the evaluation results. 6. ability to solve problems: almost all jobs require the ability to analyze and solve problems. The mark of a competent employee is the ability to solve problems independently. If an employee keeps asking some basic questions, he/she may lack the ability to solve the problem. 7. Contributions from past experiences: applying the knowledge learned from past work to existing work is another key factor to measure the value of new employees. Similarly, although it is possible to evaluate this factor through the evaluation of key factors, or the evaluation of employees at the same level, there is still a certain degree of subjectivity in the method of judging this factor. 8. Customer Satisfaction: in some industries, such as the retail industry, it is necessary for the customer to evaluate the performance of the employee based on the number of complaints against new employees and their severity. This evaluation can be carried out through a simple customer survey. In the case of serious complaints, you can trace the customer's phone number to provide more useful information. 9. Integration with the team: Today, the ability to work effectively with the Team has become a key factor in employee success. It is critical to get along with others, take appropriate work pressure, and adapt to the work team culture. If an employee cannot adapt to the work team, a large number of problems will arise. In some cases, an employee may be a good employee and is a fortune for the enterprise, but cannot adapt to a specific work group. Therefore, it is especially important to arrange the right employees to the right team. Sometimes, good employees are dismissed by the company only because they are sent to work in unsuitable teams and are unwilling to adjust accordingly. 10. Integration with enterprises: the most important issue is the suitability of individuals and corporate culture. As you can imagine, when an employee is not in harmony with the person in the team, he/she can be transferred to another team. However, when an individual does not match the company's culture, he/she may not be the right candidate. In the recruitment process, you can use tests on the values and attitudes of candidates to reduce this friction. When employees are in harmony with the culture of the company, the possibility of employee success in the company is greatly increased. 11. Attitudes towards changes/Learning: the rapidly changing enterprise environment requires constant adaptation to changes. Employees who are able to adapt to changes, learn new skills, and update their knowledge structures are more likely to succeed. Enterprises can determine the influencing factors by investigating the attitudes of employees during the trial period. The ability to accept changes is not easily instilled, so Hp, Southwest American Airlines, and some other companies will perform tests during the interview, instead of hoping that employees will suddenly change their attitudes and quickly adapt to their new environment requirements in just a few months. Upload Date: Source: www.hr.com.cn