Hi All,
Need some suggestions & help to define the process on below Topic
* Step to Measure Performance of Hiring Manager in Recruitment Process.
As I need to create & document the above process in my company. So need an help from the forum.
Thanks in advance.
Regards,
Amit Kanojia
From India , Mumbai
Need some suggestions & help to define the process on below Topic
* Step to Measure Performance of Hiring Manager in Recruitment Process.
As I need to create & document the above process in my company. So need an help from the forum.
Thanks in advance.
Regards,
Amit Kanojia
From India , Mumbai
Dear Amit,
To measure performance of any Manager, whether Hiring Manager or otherwise, we have to identify the KPIs. Once we add 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 a confusion. You can have the SOP on Performance Appraisal, but that is no your query as such
Following could the KPIs for the Hiring Manager:
a) Number of positions closed within defined time span (to measure the on-time performance)
b) Cost per hire (to measure the cost)
c) Number of candidates did not show up as per the "Offer Letter" (to measure "No Show" performance)
d) Number of candidates terminated during probation period because of under-performance (to measure effectiveness of the recruitment)
Thanks,
Dinesh Divekar
From India, Bangalore
7736To measure performance of any Manager, whether Hiring Manager or otherwise, we have to identify the KPIs. Once we add 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 a confusion. You can have the SOP on Performance Appraisal, but that is no your query as such
Following could the KPIs for the Hiring Manager:
a) Number of positions closed within defined time span (to measure the on-time performance)
b) Cost per hire (to measure the cost)
c) Number of candidates did not show up as per the "Offer Letter" (to measure "No Show" performance)
d) Number of candidates terminated during probation period because of under-performance (to measure effectiveness of the recruitment)
Thanks,
Dinesh Divekar
From India, Bangalore
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