Conducting a Recruitment Audit

General Focus Possible Sub-areas Source(s) of Data

Employment brand ●
Visibility. ●
Targeted individuals.
●
Positivity. ●
General public.
Recruitment ●
Specific information ●
Targeted individuals.
message provided. ●
New employees.
●
Important topics ●
Responsible recruiter.
addressed.
●
Realistic information
presented.
●
Appropriate phrasing.
●
Credible message.
Recruitment ●
Time-to-hire. ●
Data kept by HR
method (for ●
Cost-per-hire. department.
each method ●
Number hired.
used) ●
Diversity of applicants
generated.
●
Number of job offers
rejected.
Applicant ●
Attractiveness of position. ●
Job applicants.
●
Attractiveness of ●
New hires.
employer. ●
“Phantom applicants”
●
Requests for hired by firm to
information responded assess recruitment
to promptly. process.
●
Updates provided
of where in
process.
●
Site visit professionally
handled.
●
Ease in submitting an
application.
Hiring manager ●
Satisfaction with overall ●
Hiring manager.
process.
●
Satisfaction with
responsible
recruiter.
●
Quality of applicants
 forwarded.
●
Timeliness of process.
●
Timely updates from
recruiter.
Responsible ●
Satisfaction with overall ●
Recruiter.
recruiter process.
●
Satisfaction with hiring
manager.
●
Satisfaction with employer
website.
●
Satisfaction with
recruitment
message.
Active vs. passive ●
Cost-to-hire. ●
Data kept by HR
job applicant ●
Performance. department.
●
Retention.