Setting Targets, Measuring Recruitment Performance

Set targets. There is considerable evidence that people and organisations that set targets more regularly achieve higher performance than those that do not. Thus routinely setting targets is a critical element of effective recruitment. This goes for your internal human resources department as well as prospective employees. In addition to setting performance targets it's good to give candidates a fairly detailed idea of what they're going to be doing and to give them this idea well in advance. Even seemingly trivial information about the job and how their performance will be measured can affect interview behaviour and performance, as well as other stages of the recruitment process.

Target setting in the recruitment content falls into two areas. First you should set clear goals and objectives with regard to the recruitment campaign itself. How many candidates of what type are you seeking to recruit and to what recruitment timescale? Then when it comes to the recruitment interview talk to candidates about the job expections. By giving recruitment candidates an idea of the first six or twelve months objectives you can ‘bring the job to life' and thus improve your chance of recruiting the individual. Finally once the recruitment is over and your new employee starts the job you should sit down and work with them to identify suitable task and personal development objectives