How to summarize the recruitment work?

Mainly includes the following aspects:

1, recruitment completion rate analysis: this is an important indicator to measure the recruitment effect. The formula of recruitment completion rate is "number of employees/planned recruitment number". Through the statistical and comparative analysis of the recruitment completion rate (year-on-year and month-on-month), find out the gap, find out the number and positions that are not completed, and then carefully analyze the reasons for the unfinished, so as to analyze the countermeasures and seek solutions.

2. Analysis of average employment time: This is an important indicator to measure recruitment efficiency. Accumulate and summarize the time from the release of recruitment requirements to the final employment of each position, and then divide it by the number of people who have been recruited.

3. Correlation analysis of the number of recruiters: statistical analysis of the total number of recruiters in that year and the number of resumes collected or read by these recruiters. How many people were notified to come for the interview? How many people came to the interview? How many people passed the interview? By dividing and comparing each data layer by layer, we can get the ratio of the number of resumes collected to the number of people notified to interview (collecting or screening resume quality measurement indicators).

4. Analysis of recruitment cost control.

5. Analysis of the contribution rate of recruitment channels: the comparison of effective and suitable resumes provided by recruitment channels and the comparison of the number of people employed by recruitment channels to the total number of people employed can show the contribution rate of recruitment channels to recruitment. Combined with the comparative analysis of job segmentation, we can see which position and which recruitment channel are more effective. This is of great guiding significance to the selection of recruitment channels and the design of channel combination.

6. Analysis of qualified rate of new employees during probation period: Undoubtedly, this indicator is a more effective indicator to measure the quality (suitability) of recruiting new employees. If the turnover rate of employees during the probation period is too high, you really need to review your behavior.

7. Business contribution analysis of new employees: this is usually applied to the statistical analysis of new employees in production or sales. By analyzing their annual business (production/sales) contributions, such as the statistical comparative analysis of output and sales volume, we can further test and measure the adaptability and overall quality and ability level of new employees.

8. Analysis of the salary status of recruitment positions: Through statistical analysis of the salary information of each position learned in the recruitment interview, the external salary interval curve of each position is obtained, and then compared with the salary standard of the enterprise, providing the most powerful first-hand information and decision-making reference for salary adjustment and optimization.

Clarify the recruitment purpose and recruitment channels. First of all, communicate effectively with the department manager to clarify the position and specific requirements of this recruitment. After communication, HR personnel began to make relevant recruitment plans. When holding job fairs or interviews, managers of corresponding departments are required to attend, so as to better grasp the demand and improve the success rate of enterprise recruitment.

Secondly, to choose effective channels, it is necessary to analyze the knowledge level, work habits and hobbies of the recruits, so as to choose effective recruitment channels and make the company's recruitment information reach the target candidates more widely. Different types of positions are suitable for different recruitment channels.