The Recruiter Performance Review document serves as a crucial tool for evaluating and documenting the performance of recruitment professionals within organizations operating in Indonesia. It is designed to comply with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and related regulations governing employment relationships and performance evaluations. This document should be used during formal performance review cycles, typically conducted annually or bi-annually, to assess recruiter effectiveness across various metrics including hiring efficiency, quality of candidates, stakeholder management, and compliance with local recruitment regulations. The review provides a structured framework for setting goals, measuring achievements, and planning professional development while maintaining proper documentation as required by Indonesian employment law.
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1. Review Information: Basic details including reviewer name, reviewee name, review period, and date of review
2. Role Overview: Current job title, department, and primary responsibilities of the recruiter
3. Key Performance Indicators: Quantitative metrics including time-to-fill positions, quality of hires, cost per hire, and candidate pipeline metrics
4. Competency Assessment: Evaluation of core recruiting competencies including sourcing skills, candidate assessment, stakeholder management, and communication
5. Goals Achievement: Review of goals set in previous period and extent of their achievement
6. Compliance and Ethics: Assessment of adherence to recruitment regulations, equal employment opportunity principles, and ethical recruiting practices
7. Overall Performance Rating: Summary rating based on predetermined performance scale
8. Future Goals and Development: New goals for next review period and development areas
9. Acknowledgment and Signatures: Space for reviewer and reviewee signatures, date, and any comments
1. 360-Degree Feedback Summary: Summary of feedback from hiring managers, team members, and candidates when 360-degree feedback is part of the review process
2. Project Contributions: Assessment of specific recruitment projects or initiatives led by the recruiter, used when the recruiter has been involved in special projects
3. Budget Management: Evaluation of budget handling and cost management, included for senior recruiters or those with budget responsibility
4. Team Leadership: Assessment of leadership and team management capabilities, included for recruiting team leaders or managers
5. Market Analysis: Evaluation of market knowledge and strategic contributions, included for senior recruiters or recruitment strategists
1. Performance Metrics Data: Detailed breakdown of quantitative performance metrics with historical comparisons
2. Recruitment Analytics Report: Comprehensive data on recruitment funnel metrics, source effectiveness, and time-to-hire statistics
3. Development Plan: Detailed professional development plan including training recommendations and timeline
4. Previous Goals Review: Detailed analysis of previous period's goals and achievements
5. Competency Framework: Standard competency framework used for assessment with detailed scoring criteria
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Manufacturing
Professional Services
Healthcare
Retail
Education
Telecommunications
Construction
Energy
Mining
Hospitality
Logistics
Consumer Goods
Pharmaceutical
Relevant Teams
Human Resources
Talent Acquisition
Recruitment Operations
People Operations
HR Operations
Executive Search
Campus Recruitment
Technical Recruitment
HR Administration
People Analytics
Relevant Roles
Recruiter
Senior Recruiter
Technical Recruiter
Executive Recruiter
Recruitment Manager
Talent Acquisition Specialist
HR Manager
HR Director
Recruitment Coordinator
Campus Recruiter
Head of Talent Acquisition
HR Business Partner
Chief Human Resources Officer
VP of Human Resources
Recruitment Operations Manager
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