Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?
As Malcolm Gladwell would say Luck = Opportunity + Preparation. Here is something that gives you both.
Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?
As Malcolm Gladwell would say Luck = Opportunity + Preparation. Here is something that gives you both.
It’s no secret that one of the biggest expenses and assets for an organization are employees. From recruiting and hiring to training and retaining, managing human resources is a huge cost. If done well, it can also be the biggest asset.
According to a recent study (August 2012), the Boston Consulting Group found that out of all HR functions, recruiting has the highest impact on revenue growth and profit margins. In this session, we explore the hidden earning potential of recruiting.
Join Mike Mayeux, Founder and CEO of Novotus as he provides information that helps talent acquisition leaders share the impact of recruiting. As a leader in the recruiting industry, Mike uses nearly 20 years’ experience in the talent acquisition industry to steer employees, clients, and candidates toward success. With his unique understanding of technology, consulting, and recruiting, Mayeux leads the Novotus team to accomplish the goal of reinventing talent acquisition. Always on the cutting edge of interactive technology, Mayeux allows Novotus to lead the industry in tools and best practices that improve clients recruiting results.
In this webinar, you will learn:
1) Methods of establishing quantitative results to show the business impact of recruiting.
2) Examples of the potential cost savings associated with recruiting.
3) A method for calculating the true cost of turnover.
4) Metrics to link lost revenue associated with recruiting and speed of hire.
5) A method to measure the revenue impact associated with quality of hire
Everyone knows that hiring the right people is good for your business. But can you assign a dollar amount to the cost of a good hire? The answer is yes, you can, and taking the time to make this type of calculation can lead to some eye-opening insights into what your recruiting team is doing well… and poorly.
Lou Adler, CEO and founder of The Adler Group, is recognized as one of the best recruiters in the country. His highly acclaimed Performance-based Hiring methodology has been successfully adopted by numerous companies such as Lincoln Financial, The Medicines Company, Airbnb and PPG.
In this webinar, you’ll learn:
- How to calculate the ROI of hiring every member of your team
- Which aspects of your recruiting process lead to hiring under-performers and how to address them
- Tips for focusing your efforts on hiring top performers
- The basics of the Performance-based Hiring methodology
"You can download this product from SlideTeam.net"
Grab the Recruitment Strategy PowerPoint Presentation Slides. This professionally designed PPT is a deck of 24 slides. This presentation is available in standard (4:3) and widescreen (16:9) display ratios. You can also view and save this PowerPoint template in PNG, PDF, and JPG file formats. Moreover, this PPT deck is compatible with Google Slides. You also have the choice to change backgrounds, text, patterns, and colors as all the slides are 100 percent editable. https://bit.ly/3uO9HHZ
Continuous Professional Development - Key to Commercial Success in AdvertisingThe_IPA
A presentation by Andrew Pinkess of the IPA's Professional Development Group which outlines the evidence linking training and development to the growth of marketing and advertising agencies.
Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
How to Extract ROI from your Candidate and Employee Experience program (1)Victoria Fitoussi
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
ScottMadden HR Shared Services Benchmarking Study Highlights 2019ScottMadden, Inc.
ScottMadden has joined forces with American Productivity & Quality Center (APQC), a benchmarking and best practices research organization, to conduct the sixth cycle of the HR Shared Services (HRSS) Benchmarking Study. This study identifies gaps in HR SS benchmarking data specific to service center and center of expertise (CoE) staffing and performance metrics, targeting HRSS organizations with a service center and CoEs. For more information, please visit www.scottmadden.com.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
1. Jon Boyes
Employability and Graduate Development
HR SPOT
www.hrspot.co.in | www.onlinehrspot.com
Kolkata | Bhubaneswar | Online
Best HR Practice Award
Best HR Practice Award
Best HR Practice Award
Special Achievement Award
Star Greenbelt of East (Six Sigma)
Best HR Professional Award
HR Champion Award
AWARDS & ACCOLADES
ISO 9001:2015 Certified Company
2. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
HUMAN RESOURCE MANAGEMENT
HR ANALYTICS
3. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
HR Analytics
Recruitment Analytics
4. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
“To hire someone for the ______________ department we typically
start with ______________ qualified candidates. On average, we’ll
make ______________ calls and ______________ on-site interviews.
It will be ______________ days from opening the job until an offer is
made and accepted.”
What it takes to make a successful hire
Fill in the Blanks:
5. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
HR Analytics
Recruitment Metrics
6. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• Indicates how the recruitment team is performing.
• If the recruiting team takes too long time that means talent are lacking.
TIME TO HIRE
Formula :
• Start date – Date of first interview
• Start date – Date of Joining
• Date of first interview - Date of Joining
Example :
Date of first interview : March 10
Date of Joining : May 10
Time to hire : 60 days
7. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• How many candidates a business must process in order to produce one hire.
• How much time & money is required to recruit each candidate.
Formula :
Example :
RECRUITMENT FUNNEL EFFECTIVENESS
x 100Selection Ratio = Number of hired candidates
Number of candidates applied
Application Hired Effectiveness Performance
Employee Referral 10 4 10% Good
Job Portals 50 25 50% Poor
Social Media 20 6 30% Average
** Performance of employee referral is GOOD. Employee Referral Effectiveness should be
increased more.
8. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
To calculate the total recruitment cost invested on each hiring on a yearly or bi-yearly basis.
Formula :
Example :
Total Internal Cost : 100000
Total External cost : 200000
Total Cost : 300000
Total no of Hire : 50
Cost per hire : 300000/50 = Rs. 6000 per hire
COST PER HIRE
Cost Per Hire =
Total internal & external recruitment cost
Total Number of hires
x 100
9. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• Sourcing channel quality can be measured.
• Both direct and indirect costs of bad hire can be assessed.
Formula :
Example :
Total No of Hired
Candidate : 350
** Need to focus on the Source of 120 candidate with good performance
QUALITY OF HIRE
Success Ratio =
Number of hired candidates considered satisfactory
Total Number of candidates hired
x 100
Performance No of Candidate Effectiveness
Good 120 120/350 = 34%
Average 80 80/350= 23%
Poor 150 150/350= 43%
10. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• Whether benefits and culture are in sync with what candidates want.
• A high rate of rejection indicates the problems related to salary issue/benefits issue/terms
& conditions related issue etc.
Formula :
Example :
Total no of openings: 15
No of Applicants :1000
No of candidate got selected & offer rolled: 20
Out of 20 offer,
Offer Accepted : 12 | Offer Acceptance Rate : 12/20*100 = 60%
Offer Rejected : 8 | Offer Rejection Rate : 8/20*100 = 40%
**10 -15% of Rejection is common as per industry standard
OFFER ACCEPTANCE RATIO
Number of offers accepted
Total Number of offers made
x 100Offer Acceptance Rate =
11. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• To determine where and when the organization has risk of losing talent that it doesn’t want
to lose, and to determine how to mitigate that risk.
Example :
Average no of employees in 1year: (Beginning & end of 1year) 270 + 30 = 300 | 300 / 2 = 150
Number of employees left : 30
Attrition Rate : 30 / 150 * 100 = 20%
20% is the first year attrition rate.
FIRST YEAR ATTRITION RATE
Number of employee left in 1year
Average actual number of employees in 1 year
Formula :
x 100
12. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
To determine how many roles had open and the number of referrals have interviewed and
found qualified.
Example :
No of opening : 10
Candidates got hired through Employee Referral : 5
Employee Referral Success Rate : 5/10*100 = 50%
EMPLOYEE REFERRAL RATE
Formula :
Number of referrals
Number of open jobs
Employee Referral Program Success = x 100
13. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• Applicants per job opening gauges the job’s popularity.
• Helps to optimize talent acquisition strategy to attract relevant talent.
Example :
APPLICANTS PER OPENING
Recruitment
Funnel :
Applications - 1000
Screened - 700
1st Interview - 400
2nd Interview - 100
Final - 10
Joined - 5
5 opening = 1000 applications
1 opening = 1000/5 = 2000 applications
14. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• Shares number of positions can be applied to specific departments or to the organization.
• A high percentage indicates high demand for fast growth or low labor supply
Total Vacancy : 700
Current % of
open position :
47%
PERCENTAGE OF OPEN POSITION
Formula :
No of Emp
joined
No of
emp left
No of open position % of open positon
Day 1 25 0 675 (700-25) 675/700 = 96%
Day 2 50 0 625 (675-50) 625/700 = 89%
Day 3 300 5 325 (625-300) 325/700 = 46%
Day 4 0 0 325 (325-0) +5 = 330 330/700 = 47%
15. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Purpose :
• To calculate the cost efficiency of different sourcing channels.
• To identify highest & lowest cost source
• To prescribe which source to focus more
SOURCING CHANNEL COST
No of Hire Source Cost %of Cost Cost per hire
30 Job Portal 200000 200000/600000*100
= 33%
200000/30hire
=6667
20 Consultancy 250000 250000/600000*100
= 42%
250000/20hire
=12500
10 Employee
referral
500000 500000/600000*100
= 8%
500000/10hire
=50000
45 Campus drive 100000 100000/600000*100
= 17%
100000/45hire
=2222
Total Cost 600000
16. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
HR Metrics
Recruitment
Class Activity
17. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Java
Developer
Web
Designer
Business
Analyst
PHP
Developer
Technical
Associate
Business
Developer
Position
opened on:
Feb 18, 2020 Apr 10, 2020 Jan 15, 2020 Feb 20, 2020 Mar 05,
2020
Mar 11,
2020
No of
Position:
5 3 1 2 4 2
Total
Interview :
18 12 6 5 10 8
Candidate
Rejected :
14 8 `5 2 7 6
Shortlisted: 4 4 1 3 3 2
Candidate
Selected :
3 2 1 2 2 2
Current
Status :
2 Positions
Open
1 Positions
Open
Closed in
Mar 10,
2020
Closed in
Apr 28, 2020
2 Positions
Open
May 13,
2020
18. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Java
Developer
Web
Designer
Business
Analyst
PHP
Developer
Technical
Associate
Business
Developer
Total
Interview :
18 12 6 5 10 8
Job Portal : 3 3 1 0 2 2
Employee
Referral:
4 3 3 2 3 1
LinkedIn : 5 3 2 2 1 2
Social
Media :
3 2 0 0 3 1
Manpower
Agency :
3 1 0 1 1 2
Portal Cost Employee Ref
Bonus
LinkedIn
Premium Cost
Social Media
(Boosting) Cost
Agency Charges
200000 2000 per joining 50000 15000 8.33% of the CTC
19. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Java
Developer
Web
Designer
Business
Analyst
PHP
Developer
Technical
Associate
Business
Developer
Position
Selected:
3 2 1 2 2 2
Job Portal : 1 1
Employee
Referral:
2 1 1 1
LinkedIn : 1 1 1 1
Social
Media :
Manpower
Agency :
1
Java Developer Web Designer Business Analyst PHP Developer Technical
Associate/BD
240000 216000 300000 324000 264000
20. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
HR Analytics
Descriptive Analysis Predictive Analysis
• Average Closing TAT
• Average Cost Per Selection
• Most Effective Source
• Employee Referral Rate
• Applicant per Opening
• Percentage of Open Position
• Sourcing Channel Cost
• Identify Top 3 issues
• Prescribe your suggestion to resolve
them
• How to reduce recruitment cost
Activity :
