How to measure staffing effectiveness?

The fact that a candidate has been selected does not mean that the recruitment project has been carried out to a high standard, and the result of the recruitment is not in itself a guarantee of quality. In any case, when assessing quality, it makes sense to look only at those recruitments that have resulted in success. The staffing effectiveness is assessed from different angles: the duration of the selection, the number of candidates offered, the suitability of the candidates selected, the motivation of the candidates, the effectiveness of the selection project and the cost of the selection project. Let us take a look at those main staffing effectiveness parameters:

Evaluation of the duration of the selection:

When assessing the duration of a recruitment project, it is important to anticipate when the position is needed and to plan the start of the recruitment process wisely. If the position was needed yesterday, then the recruitment project should start immediately and a timeframe of 20 to 40 working days can be allowed to attract candidates, depending on the level of the position. The total timeframe for the selection process, including the testing of candidates, can be between 30 and 50 working days. Longer selection processes are characterised by reduced motivation of candidates to participate in a long selection process without knowing the possible outcome.

Number of candidates offered:

Depending on the position, the number of candidates already selected should vary between 5 and 8 candidates. If the specialisation of the position is particularly narrow, the final minimum number of candidates may be as low as 3. More than 8 candidates are not normally required in the selection process, as this becomes excessive work for the HR department in assessing an overload of already suitable candidates.

Eligibility of selected candidates

We can only consider a candidate to be a successful candidate if he/she has been interviewed by the hiring manager. If the hiring manager is willing to meet with half of the candidates offered in the selection process, then either too many candidates have been offered or the quality of the candidates is not sufficient.

Candidates’ motivation

Whether the candidate has sent his/her CV on his/her own or has been recruited, the recruiting company or the internal HR department must indicate to the hiring manager what motivates the candidate to apply. This allows the hiring manager to better prepare for the interview. Also, the whole selection process must be sufficiently optimal so that the candidate maintains maximum motivation or even gains additional motivation (by being given an interesting task or by participating in an engaging interview).

Staffing effectiveness of the selection project

A selection project has defined participants, which can be: the hiring manager, the HR Business Partner (HRBP), a representative of the recruitment company, etc. It is important to have a team that works as efficiently as possible so that the time of each resource is not wasted, e.g. the recruiter proposes a candidate, the hiring manager assesses the candidate’s suitability, the HR Business Partner takes part in a cognitive interview, and the hiring manager already receives feedback on the candidate’s actual suitability for the requirements and cultural fit.

Selection project cost

An effective screening project should always cost the least, while ensuring the best possible quality of screening. This is determined by the experience and skills of the professionals involved in the selection project. Experienced professionals, although their hourly rate is usually higher, work much more efficiently and the final cost of the selection is lower because there is almost no risk of re-selection, the motivation of the candidates is higher, and the resources (public search, direct search, search channels) are used wisely.