A method and system for quantitatively evaluating the recruitment capability of a recruitment agency

Abstract

The present application discloses a method and system for quantitatively evaluating the recruitment capability of a recruitment agency. The evaluation method scores recruitment data of a recruitment agency according to a set recruitment grade of each recruitment category, and calculates an evaluation score of the recruitment agency according to the set weight of each recruitment category. The recruitment category at least comprises the number of resumes of candidates recommended by the recruitment agency, the pass rate of interviews, the abandonment rate, the turnover rate during the probationperiod, and the recommended entry rate of the regular employees in the total number of employees. The evaluation system implements the evaluation method by setting corresponding modules. By using theevaluation score of the application, the employer can conveniently compare the recruitment ability of each recruitment agency horizontally, and determine and select the recruitment agency with the best performance in the future recruitment, so as to improve the recruitment efficiency, save the recruitment-related expenses and save the employment cost of the enterprise.

Description

technical field [0001] This application relates to the field of recruitment technology evaluation, and in particular relates to an evaluation method and evaluation system for quantitatively evaluating the recruitment capability of a recruitment agency. Background technique [0002] With the development of the social economy, the mobility of talents is also increasing. The recruitment model of an employer has also changed from organizing the entire recruitment process by itself to the mode of outsourcing to an independent talent company or headhunting company, that is, outsourcing to recruitment. Models for agencies, especially third-party recruitment agencies. Correspondingly, various talent companies or headhunting companies have appeared one after another, which to a large extent alleviated the recruitment difficulties of various employers. [0003] A good recruitment agency can help employers quickly recruit outstanding talents who are suitable in all aspects, thereby he...

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Problems solved by technology

[0003] A good recruitment agency can help employers quickly recruit suitable talents in all aspects, thereby helping employers save recruitment costs and speed up the process of work planning; however, these recruitment agencies are also good and bad, and some bad recruitment agencies , may not be able to find suitable recruits for a long time and recommend them to employers, or can only recommend high-salary recruits, or recommend many recruits who are not suitable for the position, or blindly pursue the recommended number of candidates without prior consideration. Therefore, at least it will cause the employer to waste time in the unit, delay the employer's work plan, and may even cause great losses to the employer

[0004] As for the employer, in one recruitment, it may send recruitment requirements to multiple recruitment agencies at the same time, and use the recommended candidates and recommendation services recommended by many recruitment agencies, and / or the candidates sought by the employer itself, but At present, there is still a lack of a reasonable and reliable method and system for evaluating the recruitment capabilities of recruitment agencies, especially the method and system of quantitative evaluation, so that employers can choose more reliable recruitment agencies for recruitment through horizontal comparison

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