After the employees join the company, the human resources department needs to evaluate the recruitment activities. Recruitment evaluation can help companies find defects and omissions in the recruitment process so as to avoid such problems in the next recruitment. The content of the evaluation is mainly the evaluation of recruitment results, the evaluation of hired personnel and the evaluation of selection methods.
1. Evaluation of recruitment results
The evaluation of recruitment results mainly takes recruitment costs as the consideration indicator. Recruitment costs refer to the investigation and verification of the expenses incurred in the recruitment process and the evaluation against the recruitment budget. Recruitment costs include total recruitment costs and average recruitment costs. The total cost consists of direct costs and indirect costs. Direct costs refer to recruitment costs, selection costs, placement costs, and travel expenses and entertainment expenses of recruiters in the recruitment process; indirect costs refer to internal promotion costs and work mobility costs.
Average recruitment cost = total recruitment cost/number of people hired
If the recruitment cost is low and the number of people hired is large, the average recruitment cost is low and the recruitment efficiency is correspondingly high; conversely, if the total recruitment cost is high and the number of people hired is small, the recruitment efficiency is low.
2. Evaluation of recruited personnel
The evaluation of recruited personnel includes the evaluation of the number of recruits and the quality of the recruits. The evaluation of the number of recruits is mainly based on the ratio of recruits to applicants.
The ratio of recruits = (number of recruits/number of applicants) x 100%
The ratio of applicants = (number of applicants/planned number of recruits) x 100%
The higher the ratio of recruits, the greater the proportion of recruits to applicants, and the lower the quality of the recruits. If the ratio of applicants is high, it means that the influence of the recruitment information after release is large.
The evaluation of the quality of recruitment is a comprehensive evaluation of the work performance, interpersonal relationships and personal qualities of new employees. In order to ensure the quality of recruitment, enterprises must control the number of recruits and maintain the competitive advantage of the core human resources of the enterprise.
3. Evaluation of the effectiveness of selection methods
The evaluation of the effectiveness of selection methods mainly evaluates whether people who meet the requirements of the organization are selected as much as possible and whether people who do not meet the requirements are excluded as much as possible. The selection method can be evaluated from the following dimensions:
(1) Standardization. For a standardized assessment, the test results of the test takers should follow a normal distribution, which can be used as a standard for scoring the test takers.
(2) Reliability. Reliability refers to the credibility of the test method used in the selection process. Reliability can be used to measure whether the decision-making basis provided by the interview method is reliable, and whether the abilities of the applicants obtained through the test method meet the job requirements in the job description.
(3) Validity. Validity refers to the accuracy and effectiveness of the assessment tool during the assessment, that is, the assessment can measure the ability level of the test subjects it intends to measure. Different assessment methods have different focuses. For example, when it is necessary to measure a person’s logical thinking ability, if the method can measure his logical thinking ability level, it means that the selection method is effective.