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Recruitment and selection are important to any organization, but busy hiring managers sometimes neglect to keep track of how well they’re handling these vital tasks. As with everything in a well-run operation, you’ve got to monitor how effectively you’re attracting the candidates you want. Here’s what to watch:

• Key metrics. Identify a few essential factors that you can measure in strict units over time: time to hire, new employee turnover, long-term retention, etc. Commit to keeping accurate records of everything on your list.

• Time. Look for trends over time. If new employee turnover has risen over the last year, for example, start analyzing why. Pinpoint the factors you can control, and try to minimize the impact of those you can’t.

• Costs. Track the expenses involved in recruiting and retaining employees. You don’t want to waste money on activities that don’t pay off while restricting investment in areas that could have a major impact on your goals.

• Reputation. Spend some time analyzing your organization’s brand among job-seekers and your marketplace. Your products, customer service, and public persona can make just as powerful an impression on potential employees as your recruiting practices.

• Legal requirements. Work with an attorney to ensure that your hiring tactics are ethical and legal. Managers should understand what’s acceptable to ask in an interview, for example, and how to avoid treating employees in a discriminatory fashion. Keep track of any violations or problems to head off lawsuits, and educate your workforce on proper procedures.

—Adapted from the eHow website