Recruiter Performance Evaluation

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Anyone advise me how to analyze the performance of the recruiter? Do we have any tools to evaluate the performance.

Is it based on the number of Closures?

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Permalink Reply by Melody Anicich on July 3, 2009 at 1:36pm: That is the easiest method of judging anyone's performance. Number of hires cannot be argued. Any complaints? Attendance issues? This should be a no-brainer.

Melody Anicich; ▶ Reply to This

Permalink Reply by Subrahmanyam on July 5, 2009 at 10:56pm: Melody Anicich said:
That is the easiest method of judging anyone's performance. Number of hires cannot be argued. Any complaints? Attendance issues? This should be a no-brainer.

Melody Anicich

Thanks for your reply. However, we have some instances wherein the recruiters claim that working for internal requirements is easy compared with requirements from external client(as our team deals with both internal and external). Also depends on the level of positions(junior, middle, senior). your comments pls; ▶ Reply to This

Permalink Reply by Peter Ceccarelli on July 6, 2009 at 4:21pm: I have always found the following metrics important for recruiter evaluations:

1. Fill time (number of days positions were open)
2. Volume if it's a high yield recruiting environment (call centers, etc.,) but you need to be careful in this area because quantity does not always mean quality. If someone is recruiting for a hard to hire arena, total number means nothing. Quality in this case or their expertise is far more important.
3. Cost per hire (how much did you spend to make the hire, and not just job boards......tally up everything).
4. If you can do a customer survey with ratings in quality areas, that can also be a component and is valuable feedback.; ▶ Reply to This

Permalink Reply by Subrahmanyam on July 6, 2009 at 11:26pm: Thanks Peter

Peter Ceccarelli said:
I have always found the following metrics important for recruiter evaluations:

1. Fill time (number of days positions were open)
2. Volume if it's a high yield recruiting environment (call centers, etc.,) but you need to be careful in this area because quantity does not always mean quality. If someone is recruiting for a hard to hire arena, total number means nothing. Quality in this case or their expertise is far more important.
3. Cost per hire (how much did you spend to make the hire, and not just job boards......tally up everything).
4. If you can do a customer survey with ratings in quality areas, that can also be a component and is valuable feedback.; ▶ Reply to This