outcome 4 // Improving the efectiviness of recruiting

Question 1

Tools to gauge HR efforts

Answer 1

Ways to evaluate the recruitment efforts

manager surveys
applicants surveys
metrics (cost per hire, time to fill a position, yield ratios)

ATS (program)

Question 2

realistic job preview ( RJP)

Answer 2

Informing applicants about all aspects of the job, including both it’s desirable and undesirable facets

Question 3

Surveys

Answer 3

survey managers about how satisfied they are with the process

Question 4

Recruiting metrics

Answer 4

time
Quality
Quality of fill statistics

Quality of hire = (PR+HP+HR)/N

PR= average job performance rating of new hires
HP= percentage of new hires reaching acceptable
productivity within an acceptable time frame
HR= percentage of new hires retained after one year
N = number of indicators

Question 5

Time to fill

Answer 5

refers to the number of days from when a job opening

is approved to the date the person is ultimately chosen for the job is selected

Question 6

Yield ratio

Answer 6

the percentage of applicants from a particular source who make it to the next stage in the selection
process.

Question 7

Cost of recruitment

Answer 7

SC
—– = AC AF RB NC
H H

where AC = advertising costs, total monthly expenditure (e.g., $32,000);
AF = agency fees, total for the month (e.g., $21,000);
RB = referral bonuses, total paid ($2,600);
NC = no-cost hires, walk-ins, nonprofit agencies (e.g., $0);
H = total hires (e.g., 119).

$467.23 (source cost of recruits per hire)

Question 8

ATS ( Aplication tracking system)

Answer 8

A software application recruiters use to post job openings, screen résumés, contact potential candidates for interviews via email, and track the
time and costs related to hiring people