The document discusses recruiting strategies and performance metrics at a tech company, focusing on visibility, scalability, and predictability in the hiring process. It includes analysis of sales forecasts, team growth, and recruitment efficiency, supported by data on candidate submissions and interview success rates. Additionally, it emphasizes the importance of setting realistic hiring projections and managing recruitment costs for better investment returns.

1. Irina Topilina for Lviv IT-HR Club

2. I am here to share my
experience

5. Visibility
Capacity & Scalability
Predictability

7. Отчеты отдела
продаж.
Пргнозы по
продажам
Карьерные
изменения: Рост
сотрудников,
замена
сотрудников,
переход в другие
команды
Рост команд по
разработке
продуктов
Анализ
существующих
ресурсов, из
скилов,
карьерных
планов,
аллокации на
проектах.
Анализ
рекрутинга:
прогнозов по
найму, текущих
вакансий,
кадровый резерв.
Открытие
вакансий.
Аллокация на
проекты.
Подтверждение
найма.
INPUTS

10.  Определить этапы процесса, на которых могут быть проблемы.
(Кто еще виноват кроме рекрутинга)
 Определить, какие метрики мы снимаем.
 Обеспечить прозрачность и предсказуемость рекрутинга.
 Составление реалистичного прогноза по найму.

11. 93
48
40
23
21
7
5 5
0
10
20
30
40
50
60
70
80
90
100
Total
NumberofCVs
Stages of recruiting process
Sum of Initial contact
Sum of Number of submitted CVs
Sum of Technical CV screening
Sum of Passed HR int
Sum of Passed technical int
Sum of Passed HM int
Sum of JO done
Sum of JO accepted

12. 881
118
98 97
28 21 19 19
0
100
200
300
400
500
600
700
800
900
1000
Total
NumberofCVs
Stages of recruiting process
Sum of Initial contact
Sum of Number of submitted CVs
Sum of Technical CV screening
Sum of Passed HR int
Sum of Passed technical int
Sum of Passed HM int
Sum of JO done
Sum of JO accepted

14. The number of CV's
submitted during
the period January -
December
CV pre-
selection
passed
CV pre-
selection
passed
Passed
technical
interview % value
Passed
3rd
interview % value
JO
assigned
Accepted
JO %value
C++ 57 34 59.6% 20 35% 5 9% 2 1 1.8%
C# 175 133 76.2% 57 33% 16 9% 16 11 6.3%
0.8 0.4 0.3 1.00 0.7
Java 234 133 56.8% 33 14% 20 9% 20 13 5.6%
0.6 0.2 0.6 1.00 0.7
VVE 269 163 60.8% 45 17% 28 10% 26 19 7.1%
0.6 0.3 0.6 0.93 0.7
SA 597 382 64.0% 91 15% 50 8% 47 41 6.9%
0.6 0.2 0.5 0.94 0.9
DBA 211 86 40.9% 22 10% 7 3% 7 4 1.9%
0.4 0.3 0.3 1.00 0.6
Total 1543 931 60.3% 268 17% 126 8% 118 89 5.8%
K 0.6 0.3 0.5 0.94 0.8

15. Мы согласовали процесс.
Мы оценили процесс на каждом его этапе.
Нашли кто еще виноват 

17. Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
Projected billable headcount 194 197 202 209 219 232 248 266 286 308 332 358
Projected billable hires 1 3 5 7 10 13 16 18 20 22 24 26 165
Projected Turnover, 20% 4 4 4 4 4 4 5 5 5 5 5 6 55
Total number of billable hires 5 7 9 11 14 17 21 23 25 27 29 32 220
Billable Hires by Rec team in
2011 8 14 12 15 9 12 11 10 7 8 2 3 111
Projected team size of Rec
team in 2012 2 2 3 4 5 6 7 8 8 9 10 11
General recruiting sources 4 6 7 9 11 14 17 18 20 22 23 26 167
Education(Interns) 4 4 4 12
Education (Juniors) 2 2 2 3 3 3 15
Outstanding Local Marketing
Campaign (20%) 1 1 2 2 3 3 4 5 5 5 6 6 44
Lowering selection rate,
setting growth goal to LMs and
PMs (10%) 1 1 1 1 1 2 2 2 3 3 3 3 22
Revising compensation for the
high demand technologies
(10%) 1 1 1 1 1 2 2 2 3 3 3 3 22
Total 6 8 11 13 17 22 27 30 33 39 42 42 291

18. Skill
Interview
er
Needed
interviewers
per week (#
of interviews
* 2
interviewers)
Expected load of
interviewers (3
interviews average is
Max). Extend
interviewers pool in
case load is >=80%
Art design 1 2.5 93%
C++ 3 2.5 31%
DB - SQL 5 0.6 5%
Flash 7 3.8 21%
Flex 6 1.3 8%
Front - End 9 9.4 39%
Need 5-6
interviewers to
support
Java 14 12.6 33%
Mobile - Android 9 12.6 52%
Mobile - iOS 8 10.7 49%
Reco to start
growing
Operations 5 6.3 47%
PHP 9 15.1 62%
Project management 9 7.5 31%
Python 3 3.1 39%
QA 23 40.2 65% Extend pool to
Ruby-on-Rails 8 1.3 6%
UI design 4 5.0 47%
WP7 2 7.5 140% Extend pool to 4
Total 125 142 45%

19. Corporate
site
Data Base
(Jira)
Job site LinkedIn (blank) Referrals
Sum of Initial contact 26 424 233 52 265 104
Sum of Number of submitted CVs 14 61 36 18 30 55
Sum of Passed technical int 5 13 2 7 5 28
Sum of JO done 1 9 0 4 0 14
0
50
100
150
200
250
300
350
400
450
NumberofCVs

20. Прежде, чем соглашаться на groth plan – посчитайте.
Увеличение количества рекрутеров далеко не всегда
масштабирует рекрутинг.

23. Number of available
candidates
Possibility
to hire
Average
salary (UAH)
Time for hiring of 1
person
Enterprise Architect
(Business Applications) 5 0,65 40 000
from 8 weeks - lack
of specialists
Test Leader / Manager 20 2,6 17000 2-3 weeks
Test Engineer 50 6,5 13360 2-3 weeks
Oracle DBA (Analysis and
Development) 100 13 12160 2-3 weeks
Infrastructure Architect
(Servers & Storage) 15 1,95 12000 4-5 weeks
Infrastructure Specialist
(Servers & Storage) 200 26 12800 2-3 wekks
Siebel Analyst 20 2,6 15750 6-8 weeks

25. Type of HR cost
min cost size,
USD
max cost size,
USD
Recruiter's salary 7200 18000
Recruitment bonus 500 1250
Searching channels cost (LinkedIn/Referral bonus/Relocation/Recruiting ad's
&databases) 1000 1000
Working environment (office rent - 5 square meters per 1 employee, communal,
coffe&cookies) 960 1800
communal, coffe&cookies 48 120
Laptop 800 1200
IT infrastructure (mail, intranet, task management systems) 120 120
Management meetings: HR+CEO 1143 11429
Management meetings: Recruiter+Vacancy owner 1714 6429
Technical interview 3429 8571
Total cost per year 16914 49919
Total cost per hour 8 25

28.  Return of investments – коэффициент возврата инвестиций,
рентабельность вложений.
 Основные данные:
- Себестоимость рекрутинга (содержание рекрутера, его бонус, зарплата,
бюджет на рекламу).
- Доход от рекрутинга.
- Инвестиции в рекрутинг (дополнительные вложения, для достижения
сверх результатов).

30. THANK YOU!
Questions?
You can find me:
Skype: topilina.ira
E-mail: i.topilina@gmail.com