Evaluation of Recruitment Methods

The evaluation of recruitment methods might include:

1. Number of initial enquiries received which resulted in completed application

forms.

2. Number of candidates at various stages of the recruitment and selection

process, especially those shortlisted.

3. Number of candidates recruited.

4. Number of candidates retained in the organization after six months.

Searching
Once a recruiting plan and strategy are worked out, the search process
can begin. Search involves two steps (i) source activation, and (ii) selling.

Source Activation: Typically, sources and search methods are activated by

the issuance of an employee requisition. This means that no actual
recruiting takes place until line managers have verified that a vacancy
does exist or will exist.

If the firm has planned well and done a good job of developing its sources
and search methods, activation soon results in a flood of applications
and/or resumes.

The applications received must be screened. Those who pass have to be

contacted and invited for interview. Unsuccessful applicants must be sent
letters of regret.
Selling: A second issue to be addressed in the searching process concerns
communications. Here, organizations walk a tightrope. On one hand, they
want to do whatever they can to attract desirable applicants. On the other,
they must resist the temptation of overselling their virtues.

In selling the company, both the message and the media deserve
attention. Message refers to the employment advertisement. With regard
to media, it may be stated that effectiveness of any recruiting message
depends on the media. Media are several-some have low credibility,
(employment exchanges, for example) while others enjoy high credibility
(advertisements in business magazines, for example). Selection of
medium or media needs to be done with a lot of care.

Searching
Once a recruiting plan and strategy are worked out, the search process
can begin. Search involves two steps (i) source activation, and (ii) selling.

Source Activation: Typically, sources and search methods are activated by

the issuance of an employee requisition. This means that no actual
recruiting takes place until line managers have verified that a vacancy
does exist or will exist.

If the firm has planned well and done a good job of developing its sources
and search methods, activation soon results in a flood of applications
and/or resumes.

The applications received must be screened. Those who pass have to be

contacted and invited for interview. Unsuccessful applicants must be sent
letters of regret.
Selling: A second issue to be addressed in the searching process concerns
communications. Here, organizations walk a tightrope. On one hand, they
want to do whatever they can to attract desirable applicants. On the other,
they must resist the temptation of overselling their virtues.

In selling the company, both the message and the media deserve
attention. Message refers to the employment advertisement. With regard
to media, it may be stated that effectiveness of any recruiting message
depends on the media. Media are several-some have low credibility,
(employment exchanges, for example) while others enjoy high credibility
(advertisements in business magazines, for example). Selection of
medium or media needs to be done with a lot of care.