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Home » HR Processes » Recruitment and Selection » Recruitment Process Design and Development » Designing Recruitment Process: Recruitment Measures

Designing Recruitment Process: Recruitment Measures

The measurement of the recruitment process can to design the better recruitment process.  The measurement of the recruitment process helps to identify gaps in the process and document them on the basis of numbers. The design of the recruitment process must be done on the basis of the numbers as the managers will try to make a benefit of the new design in their favor and the numbers are the only argument to make them sure about the benefits for the whole organization.

The HRM Function has to identify the correct measures to measure the recruitment process end-to-end as the design of the new recruitment process covers all the identified gaps.

The measures should include:

• time
• number of candidates
• positions open
• sources of the recruitment
• cost
• quality

Measuring time helps to set the realistic expectations from the new recruitment process. The HRM Function can promise a significant improvement in the time to fill the position, but it has to know the time of the recruitment process right now.

Number of candidates, measured per position and in total helps to find out the potential issues in the area of insufficient number of candidates, which can identify the issue in the recruitment sources or bad cooperation with the recruitment agencies.

The number of open positions at one time can indicate many issues in the organization and help the HRM Function to move more responsibilities to the line management to make the recruitment process more smooth.

The sources of the recruitment are very important as the sources with the highest number of candidates and with the highest success rate should be the favorite source of candidates in the future and the newly designed recruitment process should be built around.

The costs of the recruitment are very important. It is easy to use executive search for all the positions, but the cost per hire is enormous then and the HRM Function has to find the optimum way to hire the new hires at affordable cost to the organization.

The quality of the recruitment is also very important. Nothing can beat the Internet job posting in number of job resumes received, but when the quality has to be proven, the Internet based recruitment can be easily the least efficient source of candidates.