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-You have just been named manager of recruiting at your firm. The senior executive team asks you to develop a "scorecard" that will enable it to assess the costs and benefits of recruitment efforts. What might such a scorecard look like? 2. The team wants you to distinguish measures of efficiency from measures of business impact.
What kinds of metrics will you put in each column?
-Do we have enough qualified candidates in the pipeline?
-Is our interview process efficient?
-Are we closing deals with the candidates we want to hire?
Applying for a job and you had a gap in your employment history of 6 months or more, your employment history would not be looked upon favorably by potential
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