How to summarize this year’s recruitment work

The general summary idea and content is determined, that is, through statistics, analysis, and comparison of various recruitment-related data and indicators, the achievements and deficiencies in the recruitment work will be discovered and summarized, and corresponding countermeasures will be taken. It mainly includes the following aspects:

1. Recruitment completion rate analysis: This is an important indicator to measure the effectiveness of recruitment. The formula for recruitment completion rate is "number of people hired/number of planned recruitments". Through statistical and comparative (year-on-year and month-on-month) analysis of the recruitment completion rate, we can find out the gaps, find out the number of people and positions that have not been completed, and then analyze the reasons for the incomplete completion in detail. , in order to analyze countermeasures and find solutions.

2. Analysis of average recruitment time: This is an important indicator to measure recruitment efficiency. By accumulating the time from the release of recruitment requirements to the final recruitment of each position, the time is divided by the number of people who have been recruited. The average hiring time for each position can be calculated, and then the hiring time for each position is compared with this average hiring time. It will be clear at a glance which positions are easy to recruit and which are not. Comparing it with the target value of the required recruitment time, we can further analyze which positions were completed on time and which ones were completed late (you can also dig deeper into the reasons for the delay). At the same time, with this reference and historical data from previous years, it is also convenient to formulate the target recruitment time for each position next year, and it is also helpful in determining and grasping needs.

3. Relevance analysis of the number of recruits: Statistical analysis of how many people were recruited and hired in total in the year, and how many resumes were collected or read by these people recruited and hired? How many people have been notified for interviews? How many people come for interviews? How many people have passed the interview? By comparing each data layer by layer, we can get the ratio of the number of resumes collected to the number of people notified for interviews (a quality indicator for collecting or screening resumes), the ratio of interviews received to those notified for interviews (a quality indicator for phone interviews), and the number of qualified people The ratio of the number of people who have been interviewed (a further measure of the quality of resumes and interviews), the ratio of the number of qualified people to the number of people who have been hired (analysis of the reasons for not reporting or being hired). At the same time, this correlation analysis of recruitment numbers can be cross-analysed with recruitment channels, subdivisions of different departments, and different positions to compare the effectiveness of recruitment channels and the characteristics of resumes or job interviews in different departments or positions, and find out the gaps and improve them. .

4. Recruitment cost control analysis: What is the total direct recruitment cost or expense used for recruitment activities this year? Did it go over budget? What is the average recruitment cost per unit of hires? (Is it more or less than in previous years)? What is the proportion of recruitment costs for each recruitment channel such as on-site/online/headhunting/internal recommendation/campus recruitment? It can be concluded which channels are the cheapest or most expensive to recruit through, and which positions are the most economical or most expensive to recruit, in order to analyze and guide the effective management and control of recruitment expenses and maximize the value of cost expenditures.

5. Analysis of the contribution rate of recruitment channels: Comparison of effective and suitable resumes provided by each recruitment channel, as well as the comparison of the number of hires from each recruitment channel to the total number of hires, we can see the contribution rate of recruitment channels to recruitment. Combined with the segmentation and comparative analysis of positions, we can see which recruitment channels are more effective for which positions. This has good guiding significance for selecting recruitment channels and designing channel combinations.

6. Analysis of the passing rate of new employees during their probationary period: There is no doubt that this indicator is a more effective measure of the quality (fitness) of new employees recruited. If the turnover rate of recruited employees is too high during the probation period, you really need to review your talent recognition skills.

7. Business contribution analysis of new employees: This is usually used for statistical analysis of new employees in production or sales, by analyzing their annual business (production/sales) contributions, such as statistical comparisons of output and sales. Through analysis, we can further test and measure the suitability and overall quality and ability level of the new employees hired.

8. Analysis of salary status of recruitment positions: Through statistical analysis of the salary information of each position learned during the recruitment interview, the external salary range curve of each position can be obtained, and then compared with the company's salary Comparison with standards can provide the most powerful first-hand information and decision-making reference for salary adjustment and optimization.

9. Inventory analysis of interview skills application: What interview skills have been used this year? How mastery is the recruiting team? Which interview techniques and methods are most suitable for different positions? What interviewing skills and methods remain to be developed or applied? etc. Based on this, you can take inventory and summarize and analyze the application of interview skills.

10. In addition, what work can be done in terms of "expansion, integration and optimization of recruitment channels", "improvement and optimization of recruitment process", "interview skills training for company interviewers", etc.? How effective is it? to conduct summary analysis.

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Summary is not only for displaying results, but more importantly for better improvement. That is, when you feel that there is a problem in some aspect, you find the corresponding indicators and data, conduct statistical analysis and comparison, and you can often discover and sort out the deep-seated essential reasons, and then take corresponding countermeasures. In this way, improvements can be achieved. Being targeted makes it much easier. If you repeat PDCA several times, the recruitment work will get better and better.