Lecture 19: Recruitment Analytics – 4
IIT Roorkee July 2018・20 minutes read
Recruitment managers should create a G chart to track activities in recruitment and selection, analyzing time taken in each step and developing a list of specific activities for analysis. It is important to evaluate recruitment effectiveness through various metrics and analysis of recruitment signals and diversity impact.
Insights
- Creating a G chart to track recruitment activities and analyzing time spent in each step is crucial for recruitment managers to optimize their processes and improve efficiency.
- Evaluating recruitment effectiveness through metrics such as reneging rate, pre-hire statistics, and quality of hire provides valuable insights into the success of recruitment and selection strategies, aiding in decision-making and future planning.
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Recent questions
How can recruitment managers track activities effectively?
By creating a G chart to analyze time spent in each step.
What are the key steps involved in the recruitment process?
Anticipating the need, specifying the job, attracting candidates, assessment through selection strategy, and closing the deal.
How can recruitment managers determine the best recruitment sources mix?
By calculating applications received from various sources like walk-ins, job portals, employee referrals, websites, newspapers, and campus selections.
What factors should be considered when deciding between hiring internal or external candidates?
Expected pay increases, cultural fit, job fit, and time constraints.
How can recruitment managers evaluate the effectiveness of recruitment signals?
By analyzing which signals attract potential candidates the most, aiding in strategy development.
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Summary
00:00
Recruitment Management: Tracking, Analysis, and Evaluation
- Recruitment managers should create a G chart to track activities in recruitment and selection, analyzing time taken in each step.
- Recruitment involves five steps: anticipating the need, specifying the job, attracting candidates, assessment through selection strategy, and closing the deal.
- Develop a list of activities specific to your organization, noting start and end dates to analyze time spent in each step.
- Determine recruitment sources mix by calculating applications received from sources like walk-ins, job portals, employee referrals, websites, newspapers, and campus selections.
- Analyze expected pay increases, cultural fit, job fit, and time constraints to decide between hiring internal or external candidates.
- Evaluate recruitment signals' effectiveness by analyzing which signals attract potential candidates the most, aiding in strategy development.
- Conduct diversity analysis by categorizing employees based on gender, religion, city, education, and deeper aspects like beliefs, values, attitudes, and motivations.
- Assess the impact of diversity through conflict reports, informal groups, happiness index, knowledge sharing, and employee engagement index.
- Measure recruitment process effectiveness pre-hire by comparing application numbers, job offer acceptance rate, application to job offer ratio, and interview call ratio.
- Calculate reneging rate to determine the frequency of candidates rejecting job offers after acceptance, particularly prevalent in industries like IT.
21:12
Measuring Recruitment Quality and Effectiveness
- Calculate pre-hire statistics to define recruitment effectiveness, including early attrition within 3, 6, and 12 months to assess recruitment quality.
- Analyze plan fulfillment post-hire by comparing planned positions to actual filled positions, determining the percentage achieved.
- Evaluate quality of hire through metrics like cost per joiner, time to hire, and job offer to candidate joining ratio to understand recruitment and selection activity effectiveness.
