A  recruiter’s job has a heavy responsibility. They make or break the employee resources of a company or organization. After they are the ones tasked to find people for jobs that a company is hiring. Furthermore, recruiters also help applicants and employers prepare for interviews, assist in screening resumes and cover letters, manage salary negotiations, advise employers on employment issues, stay up to date with labor laws, and share market and industry knowledge. Recruiters can either work for a staffing agency or work internally for a company. A recruiter’s job is no joke, and to ensure that they’re at their best at finding good people to work for the company, they also need to be evaluated for their job. If you don’t know what metrics to base on their evaluation, that’s no problem. This article will guide you on how to evaluate recruiters.

5+ Recruiter Evaluation Samples

1. Recruiter Evaluation

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2. Recruiter Performance Evaluation

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3. Job Applicant Recruiter Evaluation

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4. Company Recruiter Retention Evaluation

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5. Recruiter Evaluation of Teacher

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6. Academic Recruiter Evaluation

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What is a Recruiter?

A recruiter finds qualified candidates for a job opening and works to meet the demands of both the employer and the employee throughout the hiring process. The recruiter owns the end-to-end process of talent acquisition. Some of the key responsibilities of the recruiter include:

  • Meeting with the hiring manager after the organization opens new job requisition
  • Attracting and sourcing candidates, pre-screening, and presenting qualified job candidates to the hiring manager
  • Serving as the employee brand ambassador, while internally and externally soliciting employee referrals
  • Serving as the main point of contact for all parties throughout the collaborative hiring process
  • Conducting reference checks and background checks
  • Managing the job offer process
  • Delivering an exceptional candidate experience
  • Participate in employee onboarding to ensure the new hire is prepared to begin work.

How to Evaluate a Recruiter?

1. Know What is Evaluated

Recruiters can be evaluated by their efficiency by using the following metrics:

  • Internal rate of time needed for filling an available work position
  • The acceptance rate of the offers made by the recruiter to the accepted candidate
  • Retention rates of the employees hired by the employer

2. Tools Available to the Recruiter

The tools should also be evaluated on how they help the recruiter’s efficiency. One example of this is using social media platforms to recruit people to apply to the company.

3. Levels of Profile Requirements

Not all jobs have the same requirements and they differ from each other. The requirements are stated to ensure that however applied for a certain job position are qualified. Recruiters carry out searches for all types of profiles of the various candidates for various job roles. These roles are categorized into the following:

  • High volume and easy to fill roles such as entry-level jobs
  • Medium career roles
  • Professional roles
  • Scarce roles needing  uncommon skill sets and qualifications

4. Industry’s Benchmarks

Establish internal standards in your company’s recruitment department by knowing the staff size, geographic location of the company, the business sector, and the current profit status of your company.

6. Comparative Evaluation

Compare the past workload of the recruiter from their fellow recruiter peers and the positions that they filled successfully.

7. Other Considerations

  • The amount of time and effort it takes to recruit the required candidates.
  • The flow of applicants for every available position
  • The number of external resources required to find the right candidates
  • The level of selection and the number of interviews needed to complete the recruitment process
  • The level of experience and knowledge of the recruiter

FAQs

What are the seven stages of recruitment?

The event stages of recruitment are:

  1.  Identify the hiring needs of the company.
  2.  Prepare job descriptions for the positions they are hiring.
  3. Devise any recruitment strategy the company has.
  4. Screen and shortlist candidates for the position.
  5. Conduct the interview process.
  6. Make the offer to the accepted qualified candidate.
  7. Do the employee onboarding.

What metrics are used to evaluate the recruitment process?

The metrics used to evaluate the recruitment process and the recruiters themselves are:

  • Cost per hire
  • Applicant volume
  • Quality of hire applicants
  • Human capital return of investment
  • Tenure of the employee’s hired
  • Hiring manager’s and employee’s attitudes
  • Turnover costs
  • Career path ratio

What are some essential social media recruiting strategies?

Below are some suggestions that companies can do when recruiting applicants through social media:

  • Build an online reputation
  • Let their employees share posts about the company on their social media
  • Get creative with their content
  • Be active on multiple social media platforms
  • Use the power of the hashtag

What are effective recruitment strategies or methods?

The effective recruitment strategies that company can use and benefit from are:

  • Networking events
  • Social media
  • Employer review sites
  •  Mobile recruitment 
  • Analytics
  • Rehiring past employees
  • Employment exchanges
  • Structured employment interviews

Evaluating your recruitment staff and the strategies they use is truly difficult and even time-consuming. However, understanding which methods are giving your company good results helps you to understand and retain all policies and recruitment strategies for you to use as your main process to get and retain high-performing candidates. To help you get started making an evaluation form for recruiters, download our free sample templates above to use as your guide!

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