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Recruiter Performance Evaluation
4 Replies
Started this discussion. Last reply by Subrahmanyam Jul 7.
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Thanks Peter
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 b...
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 ...
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
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?
Profile Information
- Name:
- Subrahmanyam
- City:
- Malaysia
- ZIP/Postal Code
- 63000
- State/Region (spell it out please, no abbreviations!):
- Selangor
- Country:
- Malaysia
- How do you introduce yourself to people you meet in business?
- As a Recruitment specialist
- Name someone you most admire
- My Dad
- Company or business name:
- IT consulting
- What kind of networking are you open to?
- Open networking
- Who referred you to RecruitingBlogs.com?
- Which combination best describes your professional profile?
- Recruiter
- How many years have you been in the business?
- 5 - 9 years
- Which industries do you work in now?
- Technology
- Are you open to split placements
- no
- Which online communities do you actively participate in?
- What recruiting tools can you not live without?
- Jobsites
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