Hi All,
I need some suggestions and help to define the process on the topic below:
* Steps to Measure the Performance of Hiring Managers in the Recruitment Process.
I need to create and document the above process in my company, so I need help from the forum.
Thanks in advance.
Regards,
Amit Kanojia
From India , Mumbai
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I need some suggestions and help to define the process on the topic below:
* Steps to Measure the Performance of Hiring Managers in the Recruitment Process.
I need to create and document the above process in my company, so I need help from the forum.
Thanks in advance.
Regards,
Amit Kanojia
From India , Mumbai
Acknowledge(0)Amend(0)
Dear Amit,
To measure the performance of any manager, whether a hiring manager or otherwise, we have to identify the KPIs. Once we add the SMART Principle to the KPI, it becomes KRA. Performance is measured quarterly, half-yearly, or yearly. But then where is the question of having "steps" to measure the performance? Probably the word "step" has caused confusion. You can have the SOP on Performance Appraisal, but that is not your query as such.
The following could be the KPIs for the hiring manager:
a) Number of positions closed within a defined time span (to measure on-time performance)
b) Cost per hire (to measure the cost)
c) Number of candidates who did not show up as per the "Offer Letter" (to measure "No Show" performance)
d) Number of candidates terminated during the probation period because of under-performance (to measure the effectiveness of recruitment)
Thanks,
Dinesh Divekar
From India, Bangalore
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8032To measure the performance of any manager, whether a hiring manager or otherwise, we have to identify the KPIs. Once we add the SMART Principle to the KPI, it becomes KRA. Performance is measured quarterly, half-yearly, or yearly. But then where is the question of having "steps" to measure the performance? Probably the word "step" has caused confusion. You can have the SOP on Performance Appraisal, but that is not your query as such.
The following could be the KPIs for the hiring manager:
a) Number of positions closed within a defined time span (to measure on-time performance)
b) Cost per hire (to measure the cost)
c) Number of candidates who did not show up as per the "Offer Letter" (to measure "No Show" performance)
d) Number of candidates terminated during the probation period because of under-performance (to measure the effectiveness of recruitment)
Thanks,
Dinesh Divekar
From India, Bangalore
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