How can we evaluate our selection process after hiring?

Here a gold process i use :

The degree of organizational attractiveness

• Number of applications received

• Number of applications received / number of vacancies

The degree of attractiveness of a job

• Number of applications received for a given position

The quality of the selection

• Number of candidates selected for an interview / number of applications received

• Percentage of people who refuse a job offer

• Number of unfilled vacancies at the end of the selection

The quality of the recruitment process

• Number of departures on probation period

• Number of departures after 1 - 2 years

• The work Performances from 1 - 2 years

Hi, can you elaborate or rephrase the question for me. I have something in mind but I am not sure if it is the answer you are looking for.

• After the process is finished, it is important to evaluate which part of the process, which activities did not work as expected, independently if it represented a problem or not, identify the casuses of the unexpected outcome, and devise and implement corrective actions for the process.
• Follow up the performance of the hires and their productivity and compare the results, with the expectations in terms or ROI and ramp up period
• Conduct client's satisfaction survey for the recruitment and selection process
• Monitor the rates of turnonver, if you are getting too much turnover, most probably there is something wrong with the process, whether criteria of the team of professionals, tools or design.