The document outlines best practices for HR departments to evaluate their recruitment processes, emphasizing the importance of defining selection criteria, effective advertising, and automated screening. It notes that the cost of bad hires can significantly impact a business's success and highlights various metrics to assess recruitment effectiveness, such as yield ratios and retention rates. Ultimately, the document underscores the need for a thorough evaluation of all stages of recruitment to ensure the hiring of suitable candidates.

2. How should HR
Department evaluate its
own
Recruitment process

4. Recruitment Practices
1) Defining Selection Criteria
2) Advertising the requirement
3) Automate Screening & Search
4) Shortlisting/ Culling
5) Interviewing
6) Assessment & Simulation
7) Decision Making

5. Cost of Hire

7. Let Us

9. Cost of Bad Hire
O Recruiting and hiring good employees is
arguably the most critical aspect of
running a business. After all, if you're not
hiring the right people to begin with, your
ability to succeed in nearly everything else
you do will be greatly compromised.
That's why it is important to consider the
costs of a bad hire.

11. Defining Selection Criteria
O Essential and Desirable criteria elaboration.
A multi-skilled person is desirable, but
certain essential primary functionalities
should hold more importance while
shortlisting.
O The very cause of candidate’s job hunt
should be verified.

12. Advertising
O The cost of advertising is huge
O To widen the search network, to get more
applicants, a proper channel is essential.
O The mode of advertisement should be
selected based upon the type of vacancy.
O Measure the overall response from each
source used so as to get a understanding
of markets and current scenario.

13. Automate screening

14. Decision Making
O Candidates previous employed organisations
and our organisation should be similar in terms
of work culture and environment.
O The on job expectations of the employee with
his career aspirations should be considered
while making final decisions.

15. Recruitment Process Evaluation
O Return rate of applications sent out
O Number of suitable candidates for
selection (Yield ratio)
O Retention & Performance of candidates
selected
O Cost of recruitment process
O Time lapsed data
O Image projected

16. Recruitment Method Evaluation
O Number of initial enquiries received which
resulted in completed application forms
O No. of candidates at various stages of
recruitment and selection process.
O No. of candidates recruited
O No. of candidates retained in organization
after 6 months.