Effective Employee Recruitment Strategies and Evaluation
Effective Employee Recruitment Strategies
Electronic Advertising
Electronic advertising utilizes online platforms like the internet and email to attract potential employees. Company websites with dedicated career sections are a cost-effective way to showcase job openings and convey the company’s recruiting message. However, the effectiveness of websites varies, with some offering basic job listings while others provide comprehensive information about the company and its culture.
Benefits of Electronic Advertising:
- Reduced recruitment costs
- Potential to attract better-qualified candidates
Challenges of Electronic Advertising:
- High volume of unqualified applicants
Public Employment Agencies
Public employment agencies are government-funded organizations that assist individuals in finding suitable employment opportunities.
Private Employment Agencies
Private employment agencies are businesses that specialize in helping organizations find qualified candidates for specific positions.
Advantages of Private Employment Agencies:
- Direct assistance in identifying and screening potential employees
- Provision of temporary staffing solutions
- Ability to reach passive job seekers
- Targeted recruitment based on specific skill sets
- Option for client anonymity
- Suitable for organizations seeking highly skilled professionals (Free Agent HR strategy)
Disadvantages of Private Employment Agencies:
- High recruitment fees based on employee salary
Important Considerations:
- Written contracts outlining the agency-client relationship
- Inclusion of “off-limits” statements to prevent recruitment of placed employees within a specified timeframe
Campus Recruiting
Campus recruiting involves various activities aimed at attracting students and recent graduates. Organizations build relationships with universities through guest lectures, job fairs, and internship programs.
Benefits of Campus Recruiting:
- Access to a pool of talented individuals
- Development of relationships with potential future employees
- Suitable for organizations seeking long-term commitment from employees (Committed Expert strategy)
Evaluating Recruitment Effectiveness
Several approaches can be used to assess the effectiveness of recruitment efforts:
1. Cost Measures
Evaluating expenses associated with advertising, agency fees, and referral bonuses.
2. Time Measures
Assessing the time taken to fill vacant positions. The average time to fill a position is estimated to be 52 days.
3. Quantity Measures
Analyzing the number of applicants or hires generated through different recruitment activities, such as inquiries, applications, and acceptances. These measures provide insights into the reach and efficiency of recruitment practices.
4. Quality Measures
Evaluating the ability of recruitment activities to attract qualified candidates who can effectively perform the job. This includes assessing applicant qualifications, turnover rates, and employee performance.
Effective Recruiting Metrics
Commonly used metrics combine cost and quantity assessments:
- Cost per Hire: Total recruitment cost divided by the number of successful hires.
- Cost per Applicant: Cost of a specific recruitment method (e.g., newspaper advertisement) divided by the number of applicants generated.