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10
Evaluating recruitment and selection practices 
The 
effectiveness and cost effectiveness 
of recruitment and selection should be systematically 
evaluated
, using a variety of measures. 
10.1 How effective are recruitment and selection? 
To get a clear idea of how efficient their recruitment and selection practices are, firms can ask 
themselves these questions. 

Can we identify human resources requirements from the business plans? 

How fast do we respond to demands from line managers for human resources? 

Do we give/receive good advice on labour market trends? 

Do we select the right advertising media to reach the market? 

How effective (and cost effective) is our recruitment advertising? 

How do our recruits actually perform – do we end up employing the right people? 

Do we retain our new recruits? 
Recruitment and selection practices can be reviewed in various ways. 
Review 
Comment 
Performance indicators
Each stage of the process can be assessed by performance indicators; for 
example, the time it takes to process an application. Data can be collected 
to check any deviation from standard. 
Cost effectiveness
For example, number of relevant responses per recruitment ad, or cost of 
various advertising media per application elicited (or person employed). 
Monitoring the workforce
High staff turnover, absenteeism and other problems (particularly among 
new recruits) may reflect poor recruitment and selection. Lack of workforce 
diversity may highlight discriminatory practices. 
Attitude surveys
The firm can ask its recruits what they thought of the process. 
Actual individual job 
performance
A person's actual performance can be compared with what was expected 
when they were recruited. 
10.2 Improving recruitment and selection procedures 
A systematic model has been proposed in this chapter. If it is considered that recruitment and selection 
procedures need to be improved, attention may be given to such matters as: 
(a) Improvement 
of