Please read the text below and rewrite them using different words/ concepts!

Metrics to Evaluate Effectiveness Recruitment

Quality of hire, often measured by someones performance rating, gives an indicator of the first-year performance of a candidate. Candidates who receive high-performance scores are indicative of hiring success while the opposite holds for candidates with low-performance scores. Quality-of-hire metrics are critical to understanding the effectiveness of your companys hiring process but, for many, figuring out how to define the measurement is a challenge (Maurer, 2015). Low first-year performance ratings are indicative of bad hires. A single bad hire can cost an HSS, thousands of dollars in both direct and indirect costs. Quality of hire is the input for the Success Ratio. The success ratio divides the number of hires who perform well by the total number of candidates hired. A high success ratio means that most of the appointed candidates perform well. However, a low rate means that you need to fine-tune your selection process.

The Selection Ratio refers to the number of hired candidates compared to the total number of candidates. This ratio is also called the Submittals to Hire Ratio.

The selection ratio is very similar to the number of applicants per opening. When theres a high number of candidates, the rate approaches 0. The selection ratio provides information such as the value of different assessment tools and can be used to estimate the utility of a given selection and recruitment system.

Sourcing Channel Effectiveness helps to measure the conversions per channel. By comparing the percentage of applications with the rate of impressions of the positions, you can quickly judge the effectiveness of different channels. A simple way to do this is by using Google Analytics to track where the people who viewed the job opening on your website came from. By setting goals, like the successful completion of an application form, this conversion rate can be made much more accurate. Maybe the people coming from LinkedIn and Twitter dont apply, but the people are coming in from Facebook do (Linkedin).

Conclusion

In conclusion, human resource management is mandated with the duty of acquiring the best person to fill the advertised position of a company. It is vital for the business to make use of the best recruitment and selection process to ensure that it gets the best personnel who are skilled and talented to facilitate the success of the business. The methods should be fair making sure that the right person with the right skills is hired. Individuals taking part in the recruitment and selection process should possess adequate knowledge and skills for an efficient method.

please read the text below and rewrite using different words or concept.

Metrics to Evaluate Effectiveness Recruitment

Quality of hire, often measured by someones performance rating, gives an indicator of the first-year performance of a candidate. Candidates who receive high-performance scores are indicative of hiring success while the opposite holds for candidates with low-performance scores. Quality-of-hire metrics are critical to understanding the effectiveness of your companys hiring process but, for many, figuring out how to define the measurement is a challenge (Maurer, 2015). Low first-year performance ratings are indicative of bad hires. A single bad hire can cost an HSS, thousands of dollars in both direct and indirect costs. Quality of hire is the input for the Success Ratio. The success ratio divides the number of hires who perform well by the total number of candidates hired. A high success ratio means that most of the appointed candidates perform well. However, a low rate means that you need to fine-tune your selection process.

The Selection Ratio refers to the number of hired candidates compared to the total number of candidates. This ratio is also called the Submittals to Hire Ratio.

The selection ratio is very similar to the number of applicants per opening. When theres a high number of candidates, the rate approaches 0. The selection ratio provides information such as the value of different assessment tools and can be used to estimate the utility of a given selection and recruitment system.

Sourcing Channel Effectiveness helps to measure the conversions per channel. By comparing the percentage of applications with the rate of impressions of the positions, you can quickly judge the effectiveness of different channels. A simple way to do this is by using Google Analytics to track where the people who viewed the job opening on your website came from. By setting goals, like the successful completion of an application form, this conversion rate can be made much more accurate. Maybe the people coming from LinkedIn and Twitter dont apply, but the people are coming in from Facebook do (Linkedin).

In conclusion, human resource management is mandated with the duty of acquiring the best person to fill the advertised position of a company. It is vital for the business to make use of the best recruitment and selection process to ensure that it gets the best personnel who are skilled and talented to facilitate the success of the business. The methods should be fair making sure that the right person with the right skills is hired. Individuals taking part in the recruitment and selection process should possess adequate knowledge and skills for an efficient method.