which of the following would help a hiring manager determine whether a recruiting resource is effective
comparing salaries at multiple corporattion
comparing the diversity of internal versus exernal candidates
comparing retention and turnover results from different recruiting sources
creating job listing on multiple social media sites
Comparing retention and turnover results from different recruiting sources would be the most effective way for a hiring manager to determine whether a recruiting resource is effective. This is because it directly assesses the ability of the resource to attract and retain employees over time, which is a key indicator of its effectiveness.
Comparing retention and turnover results from different recruiting sources would help a hiring manager determine whether a recruiting resource is effective. This comparison would provide insights into the effectiveness of different sources in attracting and retaining qualified candidates. By analyzing the retention and turnover rates associated with each recruiting source, hiring managers can make informed decisions about which resources are most effective in securing long-term, qualified hires.
To determine whether a recruiting resource is effective, a hiring manager can consider several factors. Among the options you provided, comparing retention and turnover results from different recruiting sources would be the most helpful. Here's why:
1. Comparing salaries at multiple corporations: While comparing salaries can provide some insight into the effectiveness of a recruiting resource, it primarily focuses on compensation competitiveness, rather than the overall effectiveness of the resource in attracting and retaining talent.
2. Comparing the diversity of internal versus external candidates: This factor is important for creating an inclusive and diverse workforce. However, it does not directly measure the effectiveness of a specific recruiting resource but rather looks at the diversity of candidate pools.
3. Creating job listings on multiple social media sites: While this can increase the visibility of the job opening, it does not provide direct information about the effectiveness of the recruiting resource. It only indicates the number of potential candidates reached through social media.
4. Comparing retention and turnover results from different recruiting sources: This is arguably the most effective way to assess the recruiting resource's effectiveness. By tracking the retention and turnover rates of candidates hired through different sources, hiring managers can determine which sources consistently yield high-performing employees who stay with the company longer.
To implement this approach, the hiring manager should gather data on the retention and turnover rates for candidates recruited through each recruiting source. This can be done by analyzing HR records and conducting regular reviews of employee metrics. By comparing these rates across different sources, the hiring manager can identify which resource is more effective in securing long-term, quality hires.