Question

Question 3: HR Metrics Review some of the examples of metrics included in this week’s reading. How can HRMs use metrics to measure the success of the recruiting and selection processes? List 3 metrics that you view as most relevant. Explain your opinions. Be sure to include an expert's ideas (with proper citations) to support your argument.

Answer 1

Answer:

There are a many metrics characterized under HR management that can be utilized to quantify the achievement of recruitment and selection procedure. The three measurements that I believe are most applicable are;  

1. Cost of contract  
2. Time to fill occupations  
3. Proportion of offers made to acknowledgments  

The main measurement cost to procure decides how much the HR is happy to spend for the asset. This is frequently a key choice for some HR offices as they include cash legitimately. The following measurement time to fill employments show the productivity of the enrollment procedure. Simultaneously, it likewise shows the general responsibility and execution of the enlistment and choice group. At last the proportion of offers to usual meaning presentations how well the exertion of the HR division has been used.

Reference:

Carlson, K. D., & Kavanagh, M. J. (2011). HR metrics and workforce analytics. Human resource information systems: Basics, applications, and future directions, 150.