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Подбор персонала: что стоит спросить у вашей рекрутинговой команды

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Доклад Виктора Сороки на конференции SPM Conf-5,
6 ноября 2015 г., Минск
www.spmconf.ru

Published in: Education
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Подбор персонала: что стоит спросить у вашей рекрутинговой команды

  1. 1. Подбор персонала: что стоит спросить у вашей рекрутинговой команды. SPM Conf Минск 2015
  2. 2. Victor Soroka Senior Talent Acquisition Manager EPAM Systems  8+ years in recruiting  6+ years in IT  Author of “It’s all about recruiting” blog
  3. 3. How IT recruiting looks like these days? Recruiters 'view
  4. 4. Hiring Managers’ view How IT recruiting looks like these days?
  5. 5. How do Recruiting and HMs cooperate?
  6. 6. How do Recruiting and HMs cooperate?
  7. 7. How do Recruiting and HMs cooperate?
  8. 8. How do Recruiting and HMs cooperate?
  9. 9. How you can cooperate with you recruiting team? • Service model • Cooperative model Traditional model where recruiting considered as support function Emerging model when business realizes that cooperation is critical to compete at current talent market
  10. 10. Service model • Process • System and tools • KPIs • Mutual SLAs
  11. 11. Well defined recruiting workflow describing main stages of hiring process and areas of responsibilities Service model
  12. 12. Applicants Tracking System – to track all candidates and recruiting activities, measure all KPIs and SLA. Service model
  13. 13. Key recruiting KPIs • Productivity • Time to Hire • Cost per Hire • Quality of Hire Service model
  14. 14. Productivity 𝑃𝑟𝑜𝑑𝑢𝑐𝑡𝑖𝑣𝑖𝑡𝑦 𝑏𝑦 𝑟𝑒𝑐𝑟𝑢𝑖𝑡er = 𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑖𝑟𝑒𝑑 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑁𝑢𝑚𝑏𝑒𝑟𝑠 𝑜𝑓 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑒𝑟𝑠 𝑃𝑟𝑜𝑑𝑢𝑐𝑡𝑖𝑣𝑖𝑡𝑦 = 𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑖𝑟𝑒𝑑 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑁𝑢𝑚𝑏𝑒𝑟𝑠 𝑜𝑓 𝑟𝑒𝑐𝑟𝑢𝑡𝑖𝑛𝑔 𝑠𝑡𝑎𝑓𝑓 𝑇𝑖𝑚𝑒 𝑡𝑜 ℎ𝑖𝑟𝑒 = 𝐶𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒 𝑠𝑡𝑎𝑟𝑡 𝑑𝑎𝑡𝑒 − 𝑃𝑜𝑠𝑖𝑡𝑖𝑜𝑛 𝑜𝑝𝑒𝑛𝑒𝑑 𝑑𝑎𝑡𝑒 𝑇𝑖𝑚𝑒 𝑡𝑜 𝑜𝑓𝑓𝑒𝑟 = 𝐶𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒 𝑠𝑡𝑎𝑟𝑡 𝑑𝑎𝑡𝑒 − 𝑂𝑓𝑓𝑒𝑟 𝑎𝑐𝑐𝑒𝑝𝑡𝑎𝑛𝑐𝑒 𝑑𝑎𝑡𝑒 Time to hire
  15. 15. Cost per Hire 𝐶𝑜𝑠𝑡 𝑝𝑒𝑟 𝐻𝑖𝑟𝑒 = 𝑂𝑣𝑒𝑟𝑎𝑙𝑙 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑖𝑛𝑔 𝑏𝑢𝑑𝑔𝑒𝑡 𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑖𝑟𝑒𝑑 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑆𝑜𝑢𝑟𝑐𝑖𝑛𝑔 𝐶𝑜𝑠𝑡 𝑝𝑒𝑟 𝐻𝑖𝑟𝑒 = 𝑆𝑝𝑒𝑐𝑖𝑓𝑖𝑐 𝑠𝑜𝑢𝑟𝑐𝑒 𝑏𝑢𝑑𝑔𝑒𝑡 𝑁𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 ℎ𝑖𝑟𝑒𝑑 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑝𝑒𝑟 𝑠𝑜𝑢𝑟𝑐𝑒 Source Budget LinkedIn Recruiter Lite 1,500$ Djinni 1,200$ Rabota.ua 2,000$ Work.ua 3,000$ Agency 3,000$ Refferal 1,500$ Total Budget 12,200$ Source # Candidates LinkedIn 10 Work.ua 7 Rabota.ua 5 Referral 4 Djinni 3 Agency 1 Grand Total 30 Source Hired Budget Sourcing Cost per hire LinkedIn 10 1,500$ $ 150 Work.ua 7 3,000$ $ 429 Djinni 5 1,200$ $ 240 Rabota.ua 4 2,000$ $ 500 Referral 3 1,500$ $ 500 Agency 1 3,000$ $ 3,000 Grand Total 30 12,200$ $ 407
  16. 16. Quality of hire Probation passed = % 𝑜𝑓 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑤ℎ𝑜 𝑝𝑎𝑠𝑠𝑒𝑑 𝑝𝑟𝑜𝑏𝑎𝑡𝑖𝑜𝑛 𝑝𝑒𝑟𝑖𝑜𝑑 “Child mortality” = % 𝑜𝑓 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑤ℎ𝑜 𝑠𝑡𝑎𝑦𝑒𝑑 𝑤𝑖𝑡ℎ 𝑐𝑜𝑚𝑝𝑎𝑛𝑦 𝑎𝑓𝑡𝑒𝑟 1 𝑦𝑒𝑎𝑟 1 year performance result = % 𝑜𝑓 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑤ℎ𝑜 𝑝𝑎𝑠𝑠𝑒𝑑 𝑝𝑒𝑟𝑓𝑜𝑟𝑚𝑒𝑛𝑐𝑒 𝑟𝑒𝑣𝑖𝑒𝑤 𝑤𝑖𝑡ℎ ℎ𝑖𝑔ℎ 𝑠𝑐𝑜𝑟𝑒
  17. 17. Recruiting funnel
  18. 18. Other recruiting KPIs • Hiring Managers’ Satisfaction • Candidates’ Satisfaction • Offers acceptance ratio • Sourcing quality / % of accepted resumes • Source of hire / diversity hiring Service model
  19. 19. If you need to micromanage • Number of candidates added to database • Number of contacts/call per day • Number of searches per day Service model
  20. 20. Recruiting SLAs • Time to hire • Number of candidates presented • Interview arrangement (days) • Resumes acceptance ratio • Days for resume review • Days for interview feedback • Number of interviews to make a decision Service model
  21. 21. • Information sharing and mutual support is critical • System is still important • KPIs and SLA are not so strict • Hiring Managers involved in recruiting process at all stages Cooperative model
  22. 22. Cooperative model
  23. 23. Cooperative model
  24. 24. Cooperative model

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