At the end of the year, you'll be overwhelmed by summaries. Making and sorting out various year-end statements has become an important work of HR at the end of the year. In human resource management, the most common application of data analysis is recruitment management.
01
The value of hiring data analysis
Identify the source - Migration map
More and more enterprises use marketing thinking to recruit, HR should know the market situation, talent migration map can track the migration of talents:
Jie know where the talents in the market come from, where they go and the common retention period;
When digging the current recruitment data accumulated by the enterprise and analyzing it with the data of industry, region and position;
➂ depending on the talent supply situation, key talent market dynamics, and so on and so forth, to analyze the trend of talent flow.
Find the channel -- Analyze the channel effect
According to the 2018-2019 China Enterprise Recruitment Index (BRI) Report released by Beisen early this year, from the perspective of channel value, online channels contribute the most, accounting for 83%, followed by internal promotion 7% and headhunting 5%.
The data comes from the North China Enterprise Hiring Index (BRI) Report 2018-2019.
Under the trend of channel diversification, it is particularly important for HR to have a clear understanding of the positioning and effect of each recruitment channel, to develop a comprehensive multi-channel strategy and to optimize multi-channel control at the same time.
Find the right direction - industry standard
Industry benchmarking data, including average speed of hiring, speed of processing resumes, speed of scheduling interviews, speed of making offers. Benchmarking analysis is to compare the analysis results of an enterprise with the situation in the industry, to see the differences between the enterprise and its external competitors, so as to find the direction of improvement.
In addition, recruitment data analysis can help HR to track recruitment work and see the progress and effect of recruitment in real time. From various underlying data, we can find, diagnose and solve problems.
For example, through the analysis of recruitment data, we find that the offer acceptance rate of a certain position is low, and through the problem diagnosis, we find that the reason may be due to the uncompetitive salary. Then we adjust the salary of the equivalent position in the standard industry, and finally get better recruitment results.
02
What hiring issues to focus on through data analysis
The Big Data revolution is making the hiring process more scientific, but big data-driven hiring is not just about crunching numbers, it's about being able to ask valuable questions based on business needs.
In this age of data operations, what kind of operational data do companies need to build? What data do leaders and employers want to see? What data does HR need to look at for recruitment management?
General overview
Before analyzing the specific indicators, we need to have a general understanding of the overall data, so as to make a preliminary judgment of this year's recruitment situation.
Recruitment Overview (sample map of the Recruitment System)
After the overall understanding of the annual data of recruitment, we should also conduct a more specific analysis from the aspects of recruitment funnel, channel effectiveness, interviewer collaboration, HR annual workload analysis and so on.
Health analysis of each link of recruitment
Recruitment funnel analysis
Recruitment funnel report mainly analyzes: the number of resumes in each period, the conversion rate of resumes, the number of resumes in key states. So how do we analyze the data?
Healthy recruitment funnel, each link should be more and more high pass rate. If this is not the case, we need to think about whether something went wrong, whether the screening criteria were inconsistent, or whether there was insufficient early communication between HR and interviewers, etc.
Recruitment Funnel Report (Example diagram of Recruitment system of Bison)
Example of recruitment funnel in the figure above:
The pass rate of the first screen is only 9.8%, which means there are fewer effective resumes. It is recommended to choose the more effective advertising channels.
The pass rate of the initial test is only 34%, which is lower than the previous stage of the phone interview. It is suggested that the candidate intention communication be included in the phone invitation to reduce the initial cost.
It is suggested that the company deduce the passing rate of each link through the recruitment demand, so as to ensure that the offer link has sufficient talent resources and master the leading right of recruitment.
Recruitment channel effect analysis
Channel resume volume analysis
The number and proportion of resumes brought by each channel (sample chart of Bison Recruitment System)
The number of resumes received by each channel, the number of channel hires, and the channel characteristics of each department or position are the key indicators to evaluate the effect of the channel.
Jie from the channel resume contribution statistics, the first two job websites accounted for 70%.
When looking at the channel type, 92% of resumes come from job boards.
➂ follow-up to continuously optimize the recruitment portal, self-built channels such as internal recommended application, deepen the employer brand.
Channel effectiveness analysis
Channel effectiveness Analysis (Example diagram of Bison Recruitment System)
Percentage of valid resumes and offers by channel (sample chart of Bison Recruitment System)
The amount of Jie channel in the bank: the main three nets occupy the main position.
Which of the following sites actually have a lower percentage of valid resumes, although the top job site receives the most resumes.
➂ formally employed: offer the highest rate is the internal recommendation rather than recruitment website. It shows that the construction of own channels, such as internal recommendation, talent pool is the general trend.
Other recruitment data analysis
Core process application activity
Core process application activity (sample chart of Bison Recruitment System)
The system application activity of the whole year is higher, except the Spring Festival and National Day holidays, and the application of the core process is more comprehensive.
Jie from the time distribution, the system activity rate of the two seasons school enrollment period was significantly higher than the other times.
Interviewer collaboration
It can be analyzed from two dimensions:
Jie interview situation overview, including the total number of interviews and total feedback.
The workload of each interviewer.
Interview Summary (sample picture of the Recruitment System)
As can be seen from the figure:
The interview arrangements of the Jie were 1989, and the interview feedback was 1444.
Well, the number of interview feedback continues to be lower than the amount of interview scheduling in the process of recruitment coordination, which would be a sustainable extension to the application of interviewers.
➂ from the quantity of the interview arrangement, rush hour 3, 6 month to apply for personnel changes, can get ready for work.
Workload of each interviewer (sample chart of Bison Recruitment System)
HR workload analysis
HR Workload analysis (sample diagram of Bison Recruitment System)
If a recruitment data operation is set up, the HRBPS 'workload spread across the country can be viewed in real time to see if the performance of the workload matches the cost of the input.
In addition to the above data, we can also analyze the data from the dimensions of employers, applicants, average recruitment period and so on.
We are in an era of data explosion and rapid innovation. In terms of recruitment data operation, data imported from the outside are input in a massive and unstructured form, and multi-dimensional, multi-module and multi-time data are generated internally.
In actual operation, HR will encounter many problems, resulting in inadequate recruitment data analysis or inability to actually support the business. The pain points are as follows:
Data collection, data dispersion, and summary are difficult. Data accuracy is greatly affected by individuals, and data loss is caused by personnel change.
Making reports is time-consuming and laborious, and data cleaning and sorting need to spend a lot of time.
Data feedback lags, and companies typically analyze business data on a monthly, quarterly, and annual basis. As a result, management only has insight into hiring problems at the end of the month, quarter, or even year.
Continuity, expansion is poor. The system continuity brought by personnel change is poor. Poor data continuity makes it difficult to discern value. New demand often means starting over.
This requires all data to run on one platform.
Based on the data platform and cloud computing capability provided by the Internet, the recruitment management system can easily realize All in one, and quickly generate data.
Want all of the above job listings in one click?
Then you need a recruitment management system.
