Hello All, How are you all? I hope you are doing well and good I am looking for your support in preparing a Recruitment analysis report on the positions.
Kindly help me understand the points and details required to prepare the report since we need to present it to management.
Please post me the link to which companies have prepared the slides so it will be easy for me to refer.
Regards
Ashwini .V
From India, Mangalore
Kindly help me understand the points and details required to prepare the report since we need to present it to management.
Please post me the link to which companies have prepared the slides so it will be easy for me to refer.
Regards
Ashwini .V
From India, Mangalore
Dear Ashwini Hemanth Kumar,
You may analyse the recruitment on the following points:
a) The number of recruitments done in the last Financial Year (FY)
b) The number of recruitment completed within the turnaround time (count and also %)
c) Ratio of recruitments for Managers: Non-managers
d) Average manhours taken for the recruitment of the managers
e) Average manhours taken for the recruitment of the non-managers
f) Department-wise break-up of the recruitment (as per employee count)
g) Department-wise break-up of the recruitment (as per %)
h) The number of employees left voluntarily or terminated because of poor performance on or before the completion of the probationary period (as per employee count and also %)
i) Break-up of the means of recruitment (through job portal, through employee referral, through company's database or other resources, through placement agencies, etc.)
j) The average cost of recruitment for the managers
k) The average cost of the recruitment for the non-managers
l) Total cost of the recruitment and its % against the total employee cost
I hope the above points for analysis are more than sufficient.
Thanks,
Dinesh Divekar
+91-9900155394
P. S.: - If you wish to avail of my paid HR consulting services (other than recruitment), then you may contact me. Thanks.
From India, Bangalore
7879You may analyse the recruitment on the following points:
a) The number of recruitments done in the last Financial Year (FY)
b) The number of recruitment completed within the turnaround time (count and also %)
c) Ratio of recruitments for Managers: Non-managers
d) Average manhours taken for the recruitment of the managers
e) Average manhours taken for the recruitment of the non-managers
f) Department-wise break-up of the recruitment (as per employee count)
g) Department-wise break-up of the recruitment (as per %)
h) The number of employees left voluntarily or terminated because of poor performance on or before the completion of the probationary period (as per employee count and also %)
i) Break-up of the means of recruitment (through job portal, through employee referral, through company's database or other resources, through placement agencies, etc.)
j) The average cost of recruitment for the managers
k) The average cost of the recruitment for the non-managers
l) Total cost of the recruitment and its % against the total employee cost
I hope the above points for analysis are more than sufficient.
Thanks,
Dinesh Divekar
+91-9900155394
P. S.: - If you wish to avail of my paid HR consulting services (other than recruitment), then you may contact me. Thanks.
From India, Bangalore
Dear Ashwini,
Preparing a recruitment analysis report involves gathering and analyzing data related to the hiring process. Here are some key points and details you should include in your report:
1. Executive Summary
Overview of the report.
Key findings.
Recommendations.
2. Recruitment Metrics
Time to Hire: Average time taken to fill a position.
Cost per Hire: Total recruitment cost divided by the number of hires.
Source of Hire: Breakdown of where candidates are sourced (e.g., job boards, referrals, social media).
Application Drop-off Rate: Percentage of candidates who start but do not complete the application process.
Offer Acceptance Rate: Percentage of job offers accepted by candidates.
Quality of Hire: Performance of new hires, usually measured after a certain period.
3. Position Analysis
Job Titles and Descriptions: Detailed information about the roles being filled.
Number of Open Positions: Current open positions by department.
Hiring Goals: Targets set for hiring.
4. Recruitment Process Analysis
Stages in Recruitment Process: Breakdown of each step in the recruitment process.
Time Spent in Each Stage: Average time candidates spend in each recruitment stage.
Conversion Rates: Percentage of candidates moving from one stage to the next.
5. Candidate Experience
Feedback from Candidates: Insights from candidate surveys about their experience.
Improvements Needed: Areas where the candidate experience can be enhanced.
6. Diversity and Inclusion
Diversity Metrics: Breakdown of candidates by gender, ethnicity, etc.
Inclusion Initiatives: Efforts to improve diversity and inclusion in hiring.
7. Performance of Recruitment Channels
Effectiveness of Various Channels: Analysis of how different recruitment channels perform.
Recommendations: Suggestions for optimizing recruitment channels.
8. Future Hiring Needs
Forecasting: Anticipated hiring needs based on company growth and turnover rates.
Strategic Planning: Strategies to meet future hiring needs.
9. Recommendations
Actionable Steps: Specific actions to improve recruitment efficiency and effectiveness.
10. Conclusion
Summary of findings and next steps.
Thanks
From India, Bangalore
Preparing a recruitment analysis report involves gathering and analyzing data related to the hiring process. Here are some key points and details you should include in your report:
1. Executive Summary
Overview of the report.
Key findings.
Recommendations.
2. Recruitment Metrics
Time to Hire: Average time taken to fill a position.
Cost per Hire: Total recruitment cost divided by the number of hires.
Source of Hire: Breakdown of where candidates are sourced (e.g., job boards, referrals, social media).
Application Drop-off Rate: Percentage of candidates who start but do not complete the application process.
Offer Acceptance Rate: Percentage of job offers accepted by candidates.
Quality of Hire: Performance of new hires, usually measured after a certain period.
3. Position Analysis
Job Titles and Descriptions: Detailed information about the roles being filled.
Number of Open Positions: Current open positions by department.
Hiring Goals: Targets set for hiring.
4. Recruitment Process Analysis
Stages in Recruitment Process: Breakdown of each step in the recruitment process.
Time Spent in Each Stage: Average time candidates spend in each recruitment stage.
Conversion Rates: Percentage of candidates moving from one stage to the next.
5. Candidate Experience
Feedback from Candidates: Insights from candidate surveys about their experience.
Improvements Needed: Areas where the candidate experience can be enhanced.
6. Diversity and Inclusion
Diversity Metrics: Breakdown of candidates by gender, ethnicity, etc.
Inclusion Initiatives: Efforts to improve diversity and inclusion in hiring.
7. Performance of Recruitment Channels
Effectiveness of Various Channels: Analysis of how different recruitment channels perform.
Recommendations: Suggestions for optimizing recruitment channels.
8. Future Hiring Needs
Forecasting: Anticipated hiring needs based on company growth and turnover rates.
Strategic Planning: Strategies to meet future hiring needs.
9. Recommendations
Actionable Steps: Specific actions to improve recruitment efficiency and effectiveness.
10. Conclusion
Summary of findings and next steps.
Thanks
From India, Bangalore
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Handwriting Analysis for recruitment ppt Rev 1.ppt