Given the wide range of recruitment and selection methods, many businesses have adopted a "best practice" model to search for the right person for a vacant or recently created position. Recruitment varies from hiring corporate headhunters to seek out the best candidates to posting an ad on the Internet for an intern. Once applications are received, the selection process -- which may include interviews, group exercises, psychometric tests or assessment centres -- begins. Measuring the effectiveness of how well you recruit and select will save interview time and advertising money.
Study the turnover rate in your organisation to determine if you have a balance of new blood and experienced staff. Employees leaving in droves may indicate that you didn't use the right method of recruitment and selection to find the right people in the first place.
Evaluate job performance reviews. A good way to measure the effectiveness of your recruitment and selection methods is to look at the performance appraisals of new employees after the initial probation period. Too many extended probation periods may mean your recruitment and selection methods need to be reassessed.
Be prepared to remove or change your recruitment and selection method if you find it doesn't measure up. Using psychometric tests and assessment centre focus group feedback may attract the sort of employee you want. Then again, it may not.
Solicit employee feedback on what they thought of the recruitment and selection methods. Getting their measurement data will help you make an informed decision. Ask them if the recruitment and selection methods had any effect on their decision whether to accept the position. Positive feedback indicates a measurement of having got it right.