如何考核招聘经理
Quality / Accuracy
1. # of "superstar" hires in Productivity rates or error rates.
2. Speed of promotions of hires.
3. # of awards / recognition's of hires.
4. 5. Dollar amount of bonuses / pay for performance of hires.
5. # or % of qualified applicants who exceed the qualifications of our best current employees.
6. # or % of hires who exceed the qualifications of our best current EE's.
7. # or % of offers accepted.
8. % of new hires involuntary terminated.
9. % of unqualified applicants sent to managers.
10. % of diverse applicants / hires.
11. Accuracy of work force demand / supply forecasts.
12. # or % of "Agile" hires (Multi-capable, flexible, "continuous learning individuals").
13. # or % of top tier (top 1%) of college hires.
14. Accuracy of pre-employment "tests" in predicting the quality of a hire.
15. Accuracy of recruiters "assessments" in predicting the quality of a hire.
Quantity
17. # of "offered" candidates lost to direct competitors.
18. # OR % of all applicants that are qualified for the position.
19. # of total responses to our recruiting efforts.
20. # of recruits identified / referred per position.
21. % (ratio) of referred applicants who are hired (hit rate)
22. % of required / scheduled employment processes (references, interviews etc.) actually completed.
23. # or % of hard to fill positions filled.
24. # or % of EEO complaints / lawsuits.
25. # of termination's of new hires within 6 months of hire (voluntary and non-voluntary).
26. # or % of internal placements.
27. # of applicants in "Applicant Pool" available for "fast" hire.
28. % or # of "non-active" job seekers (currently employed and not looking for a job) identified.
29. % of recruitment sources evaluated and dropped for newer more effective sources (per year).
30. # or % of hires from our "direct" competitors.
Time or Speed
31. Time to respond to initial requisition (response time).
32. Time until resumes received.
33. Time between receipt of resumes and time received by managers.
34. Time to offer / hire (time to fill).
35. Time until termination / tenure of new hires (months of tenure rate).
36. Time required for new hire "break-in" / Training required by new hires.
37. Average # of days each position is open.
38. Speed to hire for critical / emergency positions.
Customer Satisfaction
(Applicants and Hiring Managers)
39. % of applicants (both initial rejects and those selected for assessment) satisfied with the recruitment process.
40. % of hires satisfied with the recruitment process.
41. % of hiring managers satisfied with the recruitment process.
42. % of satisfied applicants of internal placements.
43. Ranking of employment (by managers) as a contributor to meeting their goals / profitability.
44. # of complaints or legal actions.
45. The ranking of employment by managers (as a contributor to profitability) compared to all other "overhead functions" and compared to last years ranking.
Money or Costs
46. Starting salary of new hires (Compared to industry average or per unit/ $ of their productivity).
47. $ spent on recruiting / per new hire (cost per hire).
48. Relocation expenses per hire.
49. % of total recruitment budget that is "variable" (not fixed) to allow for easy reductions during slow hire times.
50. % of total budget (total administrative and/or HR) spent on employment.
51. Lowest cost per unit of employment service (Ex : per reference check) than our primary competitors.
Other Indications of Quality Employment Systems
52. The extent to which each of our employment practices/ systems is superior to that of our direct competitors.
53. Becoming an / the Employer of Choice (EoC) for our industry or region.
54. Increased corporate "capability" as a result of strategic hiring.
55. All employment systems use technology, require no formal training and are paper less.
56. Managers can access the employment intranet 24 hours a day.
57. All employment systems have international capabilities.
58. Periodically tracks acceptance and turndown reasons / causes and uses them to continually improve our systems.
59. All employment systems produce quality employment documentation.
60. All employment systems continually evaluate the effectiveness of each individual recruiter, screener and employment system.
61. It does comparisons of all of our employment data with last years, industry average, best in industry, our chief competitor in order to continually improve.
62. It continually increases the amount of time, priority and the extent of commitment (or "ownership") of line managers to the employment process.
1. Organizational Effectiveness
Revenue÷ Total FTE
Revenue Factor
Operating Expense÷ Total FTE
Expense Factor
(Revenue–Operating Expense)÷Total FTE
Income Factor
Revenue–(Operating Expense–[Compensation Cost + Benefit Cost* ])÷Total FTE
Human Capital Value Added
Revenue-(Operating Expense-[Compensation Cost+ Benefit Cost*])÷(Compensation Cost+Benefit Cost*)
2. Human Resources (HR) Structure
HR Expense Percentage
HR Expense÷ Operation Expense
HR FTE Ratio
Total FTE÷ Total HR FTE
HR Exempt Percentage
HR Exempt FTE÷ Total HR FTE
HR Investment Factor
HR Expense÷ Total FTE
HR Separation Rate
HR Separations÷ HR Head Count
HR Structure Breakdown
HR FTE by Category÷ Total HR FTE
3. Compensation
Compensation Revenue Percentage
Compensation Cost÷ Revenue
Total Compensation Revenue Percentage
(Compensation Cost+ Benefit Cost*)÷Revenue
Total Labor Cost Revenue Percentage
(Compensation Cost+ Benefit Cost*+Other Labor Cost)÷Revenue
Compensation Expense Percentage
Compensation Cost÷ Operating Expense
Total Compensation Expense Percentage
(Compensation Cost+ Benefit Cost*)÷Operating Expense
Total Labor Cost Expense Percentage
(Compensation Cost+ Benefit Cost*+Other Labor Cost)÷Operating
Compensation Factor
Compensation Cost÷ Workforce Head Count
Supervisor Compensation Factor
Supervisor Compensation Cost÷ Supervisor Head Count
Supervisor Compensation Percentage
Supervisor Compensation Cost÷ Compensation Cost
Executive Compensation Factor
Executive Compensation Cost÷ Executive Head Count
Executive Compensation Percentage
Executive Compensation Cost÷ Compensation Cost
4. Benefits
Benefit Revenue Percentage
Benefit Cost÷ Revenue
Benefit Expense Percentage
Benefit Cost÷ Operating Expense
Benefit Compensation Percentage
Benefit Cost÷ Compensation Cost
Health Care Factor
Medical and Medically Related Benefit Cost÷
Covered Employees
Workers Compensation Factor
Workers Compensation Cost÷ Workforce Head Count
Benefit Cost Breakdown
Benefit Cost by Category÷ Benefit Cost
5. Separations
Separation Rate
(Voluntary Separations+ Involuntary Separations)÷Head Count
Voluntary Separation Rate
Voluntary Separations÷ Head Count
Involuntary Separation Rate
Involuntary Separations÷ Head Count
Voluntary Separations by Length of Service
Voluntary Separations by Length of Service by Category÷ Voluntary Separations
6. Staffing
External Accession Rate
(External Add Hires+ External Replacement Hires)÷Head Count
Internal Accession Rate
(Internal Add Hires+ Internal Replacement Hires)÷Head Count
College Accession Rate
(College Add Hires+ College Replacement Hires)÷Head Count
External Add Rate
External Add Hires÷ Head Count
Internal Add Rate
Internal Add Hires÷ Head Count
College Add Rate
College Add Hires÷ Head Count
External Replacement Rate
External Replacement Hires÷ Head Count
Internal Replacement Rate
Internal Replacement Hires÷ Head Count
College Replacement Rate
College Replacement Hires÷ Head Count
External Cost per Hire
(External Hiring Cost×1.1 Factor)÷ External Hires
Internal Cost per Hire
(Internal Hiring Cost×1.1 Factor)÷ Internal Hires
College Cost per Hire
(College Hiring Cost×1.1 Factor)÷ College Hires
External Cost per Hire Breakdown
External Hiring Cost by Category÷(External Hiring Cost× 1.1 Factor)
Internal Cost per Hire Breakdown
Internal Hiring Cost by Category÷(Internal Hiring Cost× 1.1 Factor)
External Time to Fill
External Days to Fill÷ External Hires
Internal Time to Fill
Internal Days to Fill÷ Internal Hires
External Time to Start
External Days to Fill÷ External Hires
Internal Time to Start
Internal Days to Start÷ Internal Hires
External Hires Offer Acceptance Rate
External Offers Accepted÷ External Offers Extended
College Hires Offer Acceptance Rate
College Offers Accepted÷ College Offers Extended
Sign-on Bonus Percentage
Total Hires Receiving Sign-on Bonus÷ Total Hires
Supervisor Sign-on Bonus Percentage
Supervisor Hires Receiving Sing-on Bonus÷ Supervisor Hires
Executive Sign-on Bonus Percentage
Executive Hires Receiving Sing-on Bonus÷ Executive Hires
Sign-on Bonus Factor
Sign-on Bonus Cost÷ Total Hires Receiving Sign-on Bonus
Supervisor Sign-on Bonus Factor
Supervisor Sign-on Bonus Cost÷ Supervisor Hires Receiving Sign-on Bonus
Executive Sign-on Bonus Factor
Executive Sign-on Bonus Cost÷ Executive Hires Receiving Sign-on Bonus
7. Training and Development
Employees Trained Percentage
Employees Trained÷ Total Head Count
Training Cost Factor
Total Training Cost÷ Employees Trained
Training Cost Percentage
Total Training Cost÷ Operating Expense
Training Investment Factor
Total Training Cost÷ Total Head Count
Training Staff Ratio
Total FTE÷ Training Staff FTE
Training Cost per Hour
Total Training Cost÷ Total Training Hours
Internal Staff Training Hours Percentage
Internal Staff Training Hours Provided÷ Total Training Hours
External Staff Training Hours Percentage
External Staff Training Hours Provided÷ Total Training Hours
人力资源指数
8. 组织效率
销售额÷总成本
营运效率
营运成本÷总成本
费用率
（销售额－营运成本）÷总成本
收入指数
（销售额－（营运成本－薪酬福利成本））÷总成本
人力资源指数
（销售额－（营运成本－薪酬福利成本））÷薪酬福利成本
9. 组织结构
人力成本指数
人力成本÷营运成本
综合人力成本率
人力各项成本÷总人力成本
10. 薪酬方面
薪酬成本率
薪酬成本÷销售额
薪酬福利成本率
（薪酬成本＋福利成本）÷销售额
人力成本率
（薪酬成本＋福利成本＋其它人力成本）÷销售额
薪酬营运指数
薪酬成本÷营运成本
薪酬福利指数
（薪酬成本＋福利成本）÷营运成本
人力成本指数
（薪酬成本＋福利成本＋其它人力成本）÷营运成本
薪酬效率
薪酬成本÷总人数
主管人员薪酬效率
主管/专业人员薪酬÷主管/专业人员人数
主管人员薪酬费率
主管/专业人员薪酬÷总薪酬成本
经理人员薪酬效率
经理人员薪酬÷主管/专业人员人数
经理人员薪酬费率
经理人员薪酬÷总薪酬成本
11. 福利
福利成本率
福利费用÷销售额
福利指数Benefit Expense Percentage 福利费用÷营运成本
福利额度
福利费用÷总费用
医疗指数
医疗费用÷人员数目
综合福利指数
各项福利费用÷总福利费用
12. 离职
离职率
（主动离职＋被动离职次数）÷总平均人数
主动离职率
主动离职÷总平均人数
被动离职率
被动离职次数÷总平均人数
自动离职时间
一年（两年、三年）主动离职人数÷主动离职总人数
13. 招聘配置
外招率
（外部招聘人数＋外部替换人数）÷总人数
内招率
（内部招聘人数＋内部替换人数）÷总人数
外招系数
外部招聘人数÷总人数
内招系数
内部招聘人数÷总人数
校园招募率
校园招募人数÷总人数
外招替换系数
外部替换人数÷总人数
内招替换系数
内部替换人数÷总人数
外招人均成本
外部招聘成本÷外招人数
内招人均成本
内部招聘成本÷内招人数
校园招募人均成本
校园招募成本÷校园招募人数
综合外招成本
各类渠道外招成本÷总外招成本
外招及时度
外招时间÷外招人数
外招入职及时度
外招入职时间÷外招人数
内招入职及时度
内招入职时间÷外招人数
聘书接受率
外招聘书接受数÷聘书总发出数
校园招募接收率外
校园聘书接受数÷校园聘书总发出数
外招筛选率
一次面试人数÷外招入职人数
二次面试人数÷外招入职人数
三次面试人数÷外招入职人数
外招等待时间
接收招聘申请到一次面试时间间隔÷批准招聘申请到入职时间间隔
一次面试到二次面试时间间隔÷批准招聘申请到入职时间间隔
二次面试到三次面试时间间隔÷批准招聘申请到入职时间间隔
14. 培训
培训率
培训人数÷总人数
人均培训成本
培训成本÷受培训人数
培训成本率
培训成本÷营运成本
培训成本指数
培训成本÷总人数
小时培训成本
培训总成本÷小时数
内部培训度
内训时间÷总培训小时数
外部培训度
外训时间÷总培训小时数