Recruitment Outsourcing 3 Efficiency Metrics

In Recruiting, the measurement of success is very analytical. The general metrics that need to be focused while recruiting are: quantity, cost, time and quality. There is way by which we can measure the “Quality” of the results of the recruiting process using three great Efficiency Metrics.

Efficiency seems to be a strange commodity. It can occur as various definitions to various people. For instance in Physics, the efficiency of a machine is analyzed from how much useful work is output compared to the energy input. NO machine can function at 100% efficiency, in the same way we cannot expect 100% efficient results from a recruitment process.
The efficiency measures in a recruitment process are carried out on the basis of the recruiters work and the productivity of the entire recruitment process.

The Basic three metrics are as follows:

1) Submittal efficiency

The submittal efficiency is measured on the basis of the candidates’ qualification as per requirement of the job profile. It is measured by dividing the number of applicants interviewed by the number of applicants who submitted their profiles. This number is expected to be really high but it is relatively average.

If the efficiency seems to be below average, then there may appear be some poor actions being conducted by the recruiters, perhaps spending a lot of time while going through resumes or insufficient specification of the job profile. When the efficiency reaches a very low percentage then ordered are delivered to certify the problem areas.

2) Interview efficiency

The interview efficiency is measured on basis of the hiring manager’s evaluating process. It works by extracting the results by dividing the number of applicants who are shortlisted and offered the position by the total interviewed number of candidates. This sort of efficiency can measure up to near to and al little below average as compared to the submittal efficiency. But the same determination actions are applied if the efficiency results are very low.

3) Offer efficiency

The last of the three basic efficiencies is measured on the basis of the number of candidates who accept your proposal and commence the position. It is evaluated by dividing the number of candidates to accept the offer by the total number of proposals. The same process of analyzing the efficiency is applied, if it is above average then the job is being well done, if average or near to average then there has to be certain actions taken to modify the process and if its below or very less than average then it is certain that the recruit is doing poor job and negotiations are then carried out to eradicate the offers.

Evaluation of the efficiency metrics is considerably easy and beneficial. It lends a huge hand in improving the quality of the recruitment process.