At the highest level, the objective of any company’s recruitment strategy for hourly employees should be relatively simple: make good hires quickly and affordably. However, the challenge comes with measuring success towards achieving this goal.
How do you know whether your hires are ‘good’? And how do you know whether or not you could be filling positions more quickly and/or more affordably? Perhaps you’re satisfied with the cost and speed of your recruiting process. But how do you know it can’t be better? And if you’re not satisfied with your recruiting efforts, how do you go about making improvements?