Topic: Recruitment Dashboard

Speaker: Pranshu Sharma, Associate Consultant - HR Analytics at MetLife

Hi everyone,

To deliver outstanding results, organisations require people with requisite skills, qualifications, experience and right mental make-up that is in sync with corporate culture. When every company tries to catch the most promising among the prospective job seekers in the employment market, it turns out to be a kind of war for talent.

Takeaways from the above video

Recruitment
Recruitment refers to the overall process of identifying, attracting, screening, shortlisting and interviewing, suitable candidates for jobs(either permanent or temporary) within an organization.

Stages of Recruitment
1) New Application
2) Screening Review
3) Assessment
4) Hiring Manager Review
5) Interview
6) Offer
7) Offer Accepted
  7a) Background check
  7b) Ready to be hired
  7c) Hired

Sources of Recruitment

1) Internal Recruitment
 1a) Promotion
 1b) Transfer
 1c) Demotions
 1d) Retire Employees
 1e) Notice Boards
 1f) Job Posting

2) External Recruitment
 2a) Press Advertisement
 2b) Educational Institutes
 2c) Placement Agencies
 2d) Employment Agencies
 2e) Employee Recommendations

Recruitment Metrics

1) Time to fill: This refers to the time it takes to find and hire a new candidate often measured by the number of days between publishing a job opening and hiring the candidates.

2) Time to hire: Time to hire represents the numbers of days between the moments a candidate is approached and the moment the candidate accepts the job. In other words, It measures the time it takes for someone to move through the hiring process once they’ve applied.

3) Source of hire: Tracking the sources which attracting new hires to your organization is one of the most popular recruiting metrics. This metrics also helps to keep track of the effectiveness of different recruiting channels.

4) First year attrition: First year attrition is a key recruiting metrics and also indicates hiring success. Candidates who leave in their first year of work fail to become fully proactive and usually cost a lot of money.

5) Active(Open) Requisition: The number of job requisition that are in an approved status at the end of a time period.

6) Filled Requisition: The number of job requisitions that are in cancelled status at the end of a time period.

7) Average time to fill days: Number of days from which a requisition is approved to when an applicant accepts.


Recruitment Dashboard (Open Requisition) Example 1 explained in video
Recruitment Dashboard (Joiners Data) Example 2 explained in video

Thought of the day: “When hiring key employees, there are only two qualities to look for: Judgement and taste. Almost everything else can be bought by the yard.” -John W. Gardner

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Vijay Tiwari
Team - HR SUCCESS TALK