How to analyze recruitment data?

Process data analysis is to optimize and continuously improve the recruitment process. We can directly analyze the process data of different dimensions such as recruitment team, company, department, position and time.

2. Result data

The result data, namely the recruitment KPI, directly reflects the work effect of the human resources department or the recruitment team, and even determines whether the human resources department or the recruitment team can keep up with the development rhythm of the company.

We can adjust the recruitment work according to the completion rate of the recruitment plan or put forward suggestions for improvement of other modules. For example, through the analysis, we can get the five positions with the lowest completion rate of the recruitment plan, and we can focus on establishing a talent pool for several positions, retaining personnel through a series of measures, and carrying out a mentoring program or a talent reserve plan to reserve personnel in advance.

The average recruitment cycle determines whether the human resources department or the recruitment team can recruit people quickly, so as to start work in time or replace those who have left.

3. Channel data

Channel data mainly analyzes the advantages and disadvantages of each recruitment channel, and under what circumstances what recruitment channel is the most effective. The analysis of channel data is mainly based on the recruitment channel dimension to analyze process indicators and result indicators, and at the same time, it can be combined with departments, positions, ranks and other dimensions to get the most effective recruitment channel under specific circumstances.

For example, we can analyze the proportion of employees in each recruitment channel to the total number of employees. If we combine the position dimension, we will find that the recruitment channel 1 is the best channel to recruit a position.

We can also analyze the recruitment cost through the comparison of various recruitment channels.

If we combine the per capita recruitment cost, we will find that the most used online recruitment cost is the lowest, while the cost of on-site recruitment and campus recruitment is very high. Combining the comparison of the number of employees and the employment rate, we can make the best combination of recruitment channels through the annual recruitment plan, and arrange our annual recruitment work on this basis.

4. Cost data

Recruitment is not an endless investment. If the cost is not counted, I believe that the job fair is very easy to do, so the recruitment cost index is an index that we must pay attention to.

By comparing the actual expenditure with the budget, this paper analyzes whether the recruitment budget is reasonable and whether the annual recruitment plan conforms to the actual situation.

Through the analysis of the per capita recruitment cost, we can put forward the improvement measures to reduce the recruitment cost and improve the recruitment effect, and effectively analyze the problems in terms of company, department, position, rank and recruitment channel.