Employees are backbone of an organization. They make an organization succeed or fail. Recruitment is the process of tapping right talent for the Corporation. Companies have methods to recruit more effectively by measuring ‘time to fill’ and ‘cost per hire’. Time to fill is the time gap for recruiting the new employee and cost per hire is the cost incurred in hiring new employee. These methods help in measuring the employees performance to a small extent as it is followed just during hiring process.
Employees are backbone of an organization. They make an organization succeed or fail. Recruitment is the process of tapping right talent for the Corporation. Companies have methods to recruit more effectively by measuring ‘time to fill’ and ‘cost per hire’. Time to fill is the time gap for recruiting the new employee and cost per hire is the cost incurred in hiring new employee. These methods help in measuring the employees performance to a small extent as it is followed just during hiring process. There is no system in place to measure the output of an employee after he is hired and his contribution to the organization. Huge costs are incurred while hiring a new employee. A company has to bear cost of recruitment process as well as training costs of the employee while hiring.
Looking at the disadvantages of this process corporates have come up with the concept of ‘quality of fill’. Following things are measured –
1)Performance of employee is monitored from the day he is hired.
2)How he is enriching the Job ?
3)Is he fit for promotion after a certain time period ?
4)Has he become a burden on the Company ?
After measuring a candidate on the above points an employer is aware of the performance of the newly recruited employee. This tells whether he is an asset or liability for the company.
Quality of new hires effect the entire organization. Quality of fill helps recruiters and HR experts in hiring right talent for the organization.
By Rashmi Priya