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Recruiting KPI Needs Good Standards Today

Nov 4, 2007
Recruiting is a main part of companies. They may not do it themselves, but they may hire companies to do so. It is important to pick the right companies. The process for recruiting has to be improved with KPIs. It should include quality, quantity and the duration to complete. Advice is also necessary for potential to improve.

Service has to be covered from all dimensions, personalization, convenience, speed and price. Candidates as well as clients should be satisfied with the solutions provided by the services. The experience at recruitment should be satisfying to both sides. Methodology along with technology has to be right.

Through the help of KPIs, clients should be able to track what their vacancies condition is in. They should also be able to monitor progress. Suitable candidates should be attracted by the recruiting companies, and this should be part of the KPI evaluation. All quality candidates must be screened and selected accordingly.

Recruiting is a main part of companies. They may not do it themselves, but they may hire companies to do so. It is important to pick the right companies. The process for recruiting has to be improved with KPIs. It should include quality, quantity and the duration to complete. Advice is also necessary for potential to improve.

Service has to be covered from all dimensions, personalization, convenience, speed and price. Candidates as well as clients should be satisfied with the solutions provided by the services. The experience at recruitment should be satisfying to both sides. Methodology along with technology has to be right.

Through the help of KPIs, clients should be able to track what their vacancies condition is in. They should also be able to monitor progress. Suitable candidates should be attracted by the recruiting companies, and this should be part of the KPI evaluation. All quality candidates must be screened and selected accordingly.

The information provided to the company must be very reliable and accurate. The turnaround should also be at an excellent sped with the delivery of CV, arrangement of interview and profiling of the job. The response time for queries should also be quick. What are important to most companies are the recruitment time, and the costs which have to be competitive.

The work analysis scope will be taken into consideration. Tasks which are internal are looked at such as application refusals and the quantity, interviews, jobs that are being filled etc. handling time is very important and the partial and complete process should be specified. Next will be the structural analysis.

The group of applicants will be shown which will include details about the age, sex, background and qualifications. The positions occupied can be looked at and related to backgrounds of education, and this can be combined with the above data. Next you have the source analysis. This will of course relate to how the candidates heard about the job.

And you can also look at the source which medium created the most number of posts, and the cost will also be measured. Portal analysis will look at how long a candidate will have to wait to have his application processed. Then there will be the need to look at the rate at which the anonymous candidate becomes a known one.

The costing module will include the structure which will give you an insight into the cost structure. This way you can space out what costs occurred for each event or process. How good the recruiting experts are should also be taken into consideration. According to the requirements of the company, the experts should screen the candidates at a very early stage.

The recruiting process must be tracked, and it must be analyzed. Procedures will be followed, and advice will be given about how to go about choosing the best. The sources which are best for the company must be also taken into account, and this would help the companies pick the best team. Be sure you know how your recruiting is performing, in this way you can control your business.
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