What data should be analyzed in HR recruitment? How to analyze it?

From the perspective of continuous improvement, there is room for analysis and improvement in all aspects of recruitment activities. The analysis of recruitment can focus on the following aspects: \x0d\ 1. Analysis of recruitment results: \x0d\ Completion of recruitment plan: whether the recruitment work is completed within the required arrival time. \x0d\2。 Analysis of recruitment cycle: \x0d\ Analyze the average recruitment cycle of different positions and different job levels, so as to strive for more reasonable recruitment time for future recruitment activities. \x0d\3。 Recruitment cost analysis: \x0d\a) Analyze the input and output of each recruitment channel. Data analysis can be carried out within a certain recruitment channel, or horizontal comparison can be made among multiple recruitment channels. For example, we can analyze and compare the network, school recruitment, internal recommendation, job fairs and other channels. We can also analyze multiple recruitment websites that are used at the same time, and see the ratio of recruitment expenses and output (the number of people who have been on the job, the number of valid resumes, and even the number of people who have been on the job) of different recruitment websites, so as to see which recruitment channel is more effective. \x0d\b) Analyze the per capita recruitment cost: provide the basis for making the recruitment budget and reducing the recruitment cost. \x0d\4。 Analysis of the conversion rate of each link in recruitment: \x0d\a) That is, the ratio from resume collection to the number of invitations, the number of people who have come for interviews and the number of people who have been hired: these data are transformed step by step like a funnel, and finally suitable candidates are produced. When the recruitment target is not reached, you can pay more attention to which link is insufficient. In addition, continuously reducing the proportion can improve the recruitment efficiency and reduce the recruitment cost. \x0d\5。 Recruitment process analysis: \x0d\a) Analyze whether there is room for optimization in the current recruitment process. For example, is there a clear interview and decision-making process for people at different levels? What are the problems in the process and can they be optimized? \x0d\6。 Selection criteria analysis: \x0d\a) Analyze whether the current selection criteria are clear. For those who resign because of incompetence after being recruited into the company, it is important to review and analyze which link has gone wrong, whether the selection criteria are unclear or the interview activities are too casual. \x0d\b) Whether appropriate interview methods have been adopted, such as technical written test, which is usually included in the interview process of technicians, and some enterprises determine their technical ability only through simple communication between the interviewer and the applicant, and only when the personnel are hired do they find that their ability is insufficient. \x0d\7。 Interviewer's ability analysis: \x0d\ Does the interviewer have enough ability to judge whether the applicant meets the recruitment requirements according to the specific employment standards?