BSBHRM405 Support the recruitment, selection and induction of staff

4.4(b) Long-term evaluation

When you evaluate the long-term success of your recruitment and selection, you are not only looking at the success of each individual selection. You can also find out a lot about your whole recruitment and selection process, as it includes a summative evaluation.

The actual evaluation will vary depending on your process. You will need to look at each part of the recruitment process and what it is trying to achieve, and then see whether that is being achieved.

• If you use behavioural interviewing, questioning applicants about their performance at competencies/behaviours that have been defined for their role, you could compare their results in the interview with their results at their next performance appraisal if they are evaluated against these same competencies/behaviours.
• If you use testing you should evaluate the results on tests with the long-term quality of candidates. Does a higher score on particular tests actually link to greater success on the job?
• If you use a variety of interviewing or other recruitment techniques, you could compare the success of applicants chosen using the different techniques.
• You could look at the number and quality of applications received when advertising using different methods such as newspapers, magazines and the Internet, remembering to take into account the different types of positions advertised.
• Long-term, summative evaluation will lead to changes that will make your recruitment and selection process more successful and will validate the process for others in the business. This is especially important when managers are involved and feel that some steps may take unnecessary time.
• If you can show long-term business benefits you are more likely to have their support.