The recruitment process is the HR Process, that is easily measurable. The HR Recruiter can measure the speed of the process, costs of the recruitment. However, the measurement of the recruitment quality is difficult. How to measure the quality in the recruitment process? Who is the key client of the process, who sets the standards for the quality of the process?
The speed of the process, the number of errors, the number of resumes received – all these recruitment performance indicators are easy to measure. The underlying recruitment software can show all KPIs instantly and almost online for a defined group of job vacancies. The quality of the recruitment is a different story.
The quality of the recruitment is hard to measure. Each manager has a different opinion. The quality is a quantitate measure and most companies use an index to display some “recruitment satisfaction index”.
The quality has several dimensions. All participants in the recruitment process have the impact on the quality of the process. The most important quality measure is the filling of the vacancy with the job applicant, who is motivated and pass the induction process successfully. The primary goal of the recruitment and staffing process is simple – fill the vacancy with the matching job applicant. Nothing more is expected from the recruitment and staffing departments in many companies.
The additional quality measures indicate the performance of the additional processes. They indicate the satisfaction of job applicants with the clarity of job adverts, they indicate the satisfaction with the speed of the response of the HR Recruiter. They measure the quality of the value added recruitment processes, which have indirect impact on feelings and perception of the hiring manager and the job applicant.
The hiring manager usually mixes the perception and the quality. The process is excellent, if the job applicants are delivered on time and they fully match with the key requirements. It demonstrates the quality of job done by the HR Recruiter. The hiring manager is not interested in the wide presence in social media, if the candidates are not presented to him/her.
The HR Managers usually focus on the sexiness of the process. They want to have the attractive layouts of adverts, they want to use modern technologies. They want to present the recruitment to competitors. It is the quality for them.
There is no common definition of the recruitment quality available. Each company defines its own rules for the measurement of the quality of the recruitment process. You have to identify your own rules, but keep in mind, that the process has one primary goal. You have to fill the vacancy as soon as possible.