Metrics are typically monitored by a talent acquisition manager, or in the case of agency recruiting, a sales or recruiting manager. Metrics are usually tracked through a CRM or applicant tracking system. These data points can be used to gauge either the effectiveness of an individual recruiter or for recruitment planning and strategy, such as judging the availability of a particular type of talent.
Recruiting metrics may also refer to identifying current or potential employees based on assessment principles. Two major traditional metrics involve cost effectiveness and labor productivity. The modern concept of recruiting metrics has undergone a huge change. Modern recruitment metrics focus more on human resource and relations than on the material resources of an organization.
Quality and employee performance serve as major metrics for organizational recruitment. Performance-based metrics measure a newcomer's performance by analyzing his/her work contribution to the organization for a certain period of time. Work grades/promotions can be determined with the help of such metrics. Job quality can be tracked by evaluating individual performance. However, in most cases job applicants have to meet the requirements of standard quality metrics designed by the recruiters. One such popular and current metric focuses on manager's preferences and prepares data based on that. This type of metric evaluates employee's performances by comparing marks given during selection and as working staff.
Another important metric is based on source of hire. Human resource metrics strongly emphasize the need of candidate-based metrics. Modern recruitment metrics based on candidate satisfaction fulfill this need. This sort of metric drives data according to a candidate's satisfaction in the recruitment process. Recruitment metrics can also be prepared by focusing on the disqualified candidates and those who have declined the job.
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