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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.