Evaluation of Hiring Process

People are the most important resource a

company processes
Hiring process ensures- Right people in right
place doing at right times doing the right things

Why Evaluation??

Common practice, preventive step

War for talent heating up
Up to date hiring practices
To avoid future crunches

 Can you really identify if you want a long-term

relationship with someone by a single date?
Or can you tell which actor to cast in a play by
looking only at their photo?

Hiring Process Assessment Metrics

Time to fill the position
Total days to fill a vacancy / Total number of hires
Vacancy rate
(Number of positions vacant / total number of
positions)
Understaffing: Identify which departments are
facing the most difficulty

Hiring Process Assessment Metrics

New hire retention rate
(No. of new hires present / Total number of new
hires) x 100
Turnover rate
(Number of new hire leaving / Total number of
new hires) x 100

Hiring Process Assessment Metrics

Quality of new hires
Post-hire
Tracking performance of new hires against other
employees in similar positions
(Average performance score of headcount within 01 years of services/Average performance rating of
total headcount [exc. temp staff])
set performance benchmarks
measures the return on investment
Identifies training needs and development

Hiring Process Assessment Metrics

Recruitment-cost ratio
Total cost incurred during recruitment process/
Total Hires
Helps the organization to justify costs and seek
new opportunities to cut costs

Hiring Process Assessment Metrics

Selection ratios
Number of people hired/ total number of
applicants
Defines the success of recruitment strategy
Very small number
unable to attract the right people
unproductive hiring

Number closer to 1
Unable to attract enough applicants

lead to failure in hiring process

Overpromised and under delivery
Information not conveyed properly by
company to the external recruitment team
Shortcomings on the part of recruitment team