When evaluating the recruitment function on the basis of Cost per Hire, one of the major criticisms is: Multiple Choice It ignores the quality of the recruiter leading the hiring process. This index must always be used in conjunction with other information. Even if a recruiting source brings in better$-$quality r$$sum$$s$,$ this may not be translated finally to job offers. It ignores the quality of the people hired. The number and quality of r$$sum$$s received gives little indication of the overall effectiveness of a recruitment method or source.