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In Recruiting Competency Rules (continued)

Obviously, recruiting is more than just filling vacancies. It is imperative for recruiters to determine if they are proficiently networking, sourcing and selecting job candidates whose emotional fortitude is compatible with that of the open position and their organization’s mission, vision and goals. This can be done by gathering metrics to determine if an organization’s vacancy rate and turnover rate is decreasing; looking at the overall employee performance evaluation scores to determine if the average score is increasing; and conducting surveys to acquire feedback from newly hired employees to identify loopholes in the recruitment process. Finally, it is necessary to track the rate of return for each advertising and networking source to identify not only how many job candidates each source produces, but how many hires are generated from each source. Armed with this information, recruiters will be able to make the necessary changes and improve their recruiting competency.

Dr. Kathleen Dodaro is the Healthcare and Recruitment consultant for NAS Recruitment Communications. She is a veteran in the human resources and recruitment profession.