How to write a good recruitment analysis report?

Many HR recruiters have this feeling: after a year of complicated and repeated recruitment work, they have made certain achievements, some bright spots and some problems that need improvement ... but what is the difference between good and bad, that is, they can't say. Just like you feel unwell, but you can't say specific symptoms.

So we need to do a comprehensive physical examination, look at the operation of various parts of the body and make a physical examination report, and then we can know which parts of the body need treatment, so as to make a rehabilitation plan and improve the health level.

For recruitment, the recruitment analysis report plays the role of this physical examination.

What's the use of recruiting "physical examination"

Recruitment analysis report is a regular (usually semi-annual or annual, this paper takes the year as an example) report that systematically, deeply and objectively analyzes the results and operation of recruitment work. Its purpose is to improve the efficiency and effect of recruitment, improve the performance, ability and professionalism of recruiters, improve the satisfaction of internal and external customers with recruitment, and better realize the value of recruitment to enterprises.

The specific functions of the recruitment analysis report include:

1. Grasp the recruitment rules from the essence and internal mechanism level through daily recruitment affairs.

Recruitment is increasingly becoming a data war. There are some useful information hidden behind the data such as resume screening, notification interview, several rounds of interviews, admission, regularization and resignation. It is necessary to refine and summarize the recruitment work to a higher level.

2. Feedback the effect of recruitment from multiple angles to provide objective basis for the improvement of recruitment.

Many clients are recruited, including company leaders, employing departments, other relevant departments (such as salary department and training department), internal employees (when internal recommendation is needed) and so on. External customers include candidates and potential job seekers. Whether the recruitment work provides customers with due value can only be clearly understood through various information of mobile phones.

3. Provide important reference information for making annual recruitment plan.

The recruitment analysis report system analyzes the gains and losses of the annual recruitment work, which is conducive to guiding the formulation of recruitment strategies and plans in the coming year. If the conscription work plan is a battle map, then the conscription analysis report is an analysis report of the information of the enemy and ourselves, which plays an important supporting role in the success of the battle. In addition, the recruitment analysis report also provides useful ideas for the development and innovation of recruitment. Therefore, the recruitment analysis report and the recruitment work plan are the most important annual recruitment reports, which play a connecting role.

Three steps in writing a report

Writing a recruitment analysis report is generally divided into three steps:

The first step is to collect the data of annual recruitment results, analyze the problems and laws reflected in them, and objectively present the operation status of recruitment;

The second step is to communicate with many related subjects through multi-angle investigation and feedback, evaluate and feedback the operation of recruitment work, and reveal the deep reasons and influencing factors behind the recruitment data results;

The third step is the extension of the first two parts, and according to the work results and cause analysis, the corresponding improvement measures are put forward. Therefore, it is the purpose and destination of the first two parts, and it is also the part most closely related to the annual recruitment work plan.

Data statistics and analysis

After all kinds of forms and data are counted, so many categories and so many data, how should I choose? Here are several data indicators that can help you analyze the data better.

The statistical analysis of recruitment data mainly includes five types of indicators: key performance indicators, process management indicators, classified statistical indicators, entry and exit indicators and team management indicators.

Formulas can help you better clarify the relationship, understand the meaning of each key data and the relationship between the data, and then understand the business and the laws behind the business.

In short, recruitment analysis should help you to better optimize recruitment and business, rather than becoming a mere formality and dealing with errands. Repetitive work can improve your efficiency, and deep work can help you become more professional. Genius old drivers in the workplace, HR trends, dry goods in the workplace, at your fingertips! Wechat official account Laibai human resource ID: hrcome-on