1. Hiring Time: 

Assess the time it takes to complete the recruitment process. Balance efficiency with thoroughness to minimize time-to-fill while ensuring quality hires.

2. Hiring Accuracy and Candidate Suitability & Genuinity: 

Prioritize accuracy in assessing candidate suitability and genuineness. Ensure that candidates possess the required skills, qualifications, and genuine interest in the role and organization.

3. Candidate Skill, Training, and Experience: 

Evaluate candidates based on their skills, training, and relevant experience. Look for candidates who possess the necessary expertise to excel in the role and contribute to the organization’s objectives.

4. Candidate Psychometrics (EQ, Critical Thinking, and Personal Aptitude indices): 

Consider candidates’ psychometric profiles, including emotional intelligence (EQ), critical thinking skills, and personal aptitude indices. Assessing these factors can provide valuable insights into candidates’ potential for success in the role and cultural fit within the organization.

5. Hiring Fairness, Transparency, and Perception Policy: 

Ensure fairness and transparency throughout the recruitment process. Implement policies and practices that promote equal opportunity and eliminate bias. Maintain clear communication with candidates to uphold a positive perception of the organization and its recruitment practices.

By considering these factors, recruiters can make informed decisions and adopt recruitment methods that result in successful hires and contribute to organizational success.