11 factors for measuring the quality of recruitment
"The Quality of Recruitment" is used to measure whether a recruitment is successfully recruited to the people needed by the company. Many companies don't have to master the way to measure this indicator. Here we will introduce 11 different factors that measure the quality of recruitment. 1. Completion of the target: Usually in the trial period, especially for white-collar workers, employers will establish special measurement standards to measure whether new employees succeed in new positions. In fact, the goal of establishing both parties is very necessary. The goal can include metrics for quality, quantity, or both. For example: technical engineers should complete 3 written written in this manual each month; and software developers should write a series of code written and should ensure that the error rate is less than 1%. Generally speaking, too many goals will lead to the differences between enterprises and employees, and arguments, so when establishing goals, it should be based on appropriate amounts and measurable. 2. Ability: A retail company may expect a representative of an experienced call center to handle an average of 100 phones per hour and ensure that customer satisfaction is "satisfied" or more. Enterprises should understand how new employees can reach how work efficiency within 1 month of the start, and communicate with employees in time to his / her requirements. 3, motive: Do new employees are interested in him / her work? He / she has to go to work on time, and show passion and motivation to work? For direct boss or manager, this is a quite subjective evaluation standard. However, by preparing a particular criterion to draw the abstract concepts such as motivation, it is also possible to provide managers with a series of judges. For example: If an employee requires more responsibility, or if you want to know more about the company or related information, this means that this employee has a fairly high level of motivation. 4, knowledge and skills: Does the new employees have the job skills required? Few companies hired a employee, then rescounted the same person with the lack of work skills necessary for this employee. However, it is inevitable that such a thing, a candidate claims that he has achieved a level of advanced programmer, but in fact, it is just a level of intermediate programmers. Therefore, it is necessary to use the skill test to test the objective test means during the interview and trial period. However, this method also has its shortcomings, that is, many people will be reluctant to participate in the test, especially when they have been officially hired. 5. Performance: Evaluate the work performance of new employees to learn about whether new employees' work performance is quite important to other employees in the department. Although this assessment cannot be separated from subjectivity, it is also possible to successfully use a strict assessment standard. Using the same employee assessment, and the 360-degree evaluation method can help the company get a more objective assessment. The company can make the employees of the same level to assess the new employees in the trial period, and determine the employee's work performance based on the assessment results. 6. The ability to solve problems: almost all work require some ability to analyze and solve problems. A marker of a competent employee is the ability to have an independent solution. If an employee continues to ask some basic questions, then he / she may lack the ability to solve the problem. 7. The contribution of past experience: uses knowledge of learning in previous work to existing work, and is another key factor in measuring the value of new employees. Similarly, although the method of evaluating this factor can be evaluated by a key factor assessment, or the same employee assessment method, there is still a certain subjectivity. 8, customer satisfaction: In some industries, such as: retail, it is necessary to evaluate the performance of the employee through the number of new employee complaints and its complaints. This assessment can be carried out through a simple customer survey. If a serious complaint problem occurs, telephone tracking of customers can provide more useful information.
