Analysis of the effectiveness of the recruitment process using key performance indicators (KPIs): A Case study at SPA SPS caprice

Abstract

This study examines the use of Key Performance Indicators (KPIs) to evaluate and improve recruitment effectiveness at SPS Caprice, an Algerian industrial company. Recruitment is a critical function of human resource management that significantly influences organizational performance, workforce stability, and cost efficiency. However, many organizations face difficulties in measuring recruitment effectiveness in an objective and systematic manner. To address this issue, a qualitative research approach was adopted. Data were collected through semi-structured interviews, direct observation, and the analysis of internal documents. The collected data were analyzed using NVivo 10 software. The findings reveal that SPS Caprice uses several KPIs to assess recruitment effectiveness, including Time to Fill, Cost per Hire, Source of Hire, Quality of Hire, Turnover Rate, Applications per Opening, Job Matching Rate, and Retention Rate. Among these indicators, the Retention Rate emerged as the most significant measure of long-term recruitment effectiveness. The study also identified several challenges affecting the evaluation process, including fragmented data, limited digitalization, and the absence of candidate experience metrics. Overall, the findings confirm that KPIs are valuable tools for evaluating recruitment effectiveness, identifying weaknesses in the recruitment process, and supporting evidence-based decision-making for continuous improvement. Based on these findings, several recommendations are proposed to strengthen the monitoring and evaluation of recruitment performance