Recruitment Channels Analysis
Human Resources is usually not good in numbers. Compensation and Benefits are usually good in numbers, but they do not like to analyze the numbers from other HR Process, they like other data just in case, they want to confirm their own ideas.
The recruitment process has to be analyzed as Human Resources can design improvements in the recruitment process or it can set the Recruitment Strategy correctly.
The recruitment channel have to be correctly analyzed as the recruitment process can fully focus on the best performing recruitment channels and the job postings are done correctly.
The recruitment channels analysis cannot be done total numbers, it has to be done case by case as the analysis can be deep. The Recruitment Strategy has to be detailed in the analysis part as the managers can see the numbers, they can trust.
The recruitment channels analysis has to analyze following items:
- job position
- speed of the first reaction
- requested salary
- time to offer
- time to start
- number of job interviews
- cost
As it is measured per the individual job candidate, the analysis can provide many additional information based on measured data. It is nice to show, which recruitment channel brings most job candidates, but is it the best performing recruitment channel?
