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Using KPI at a recruiting company
Transcript of Using KPI at a recruiting company
A starting point
Increasing the execution speed
an AWESOME TEAM))
to be continued...
Setting precise goals
Raising performance quality
Getting a higher number of placements
Obtaining effective analytical tools
Increasing the quality of working standards
Getting tools for operational control & reporting
what criteria should we choose?
doing a number of phone calls
what's the right number?
10 per day?
Doing search takes most of your time
the more you call, the more chances to find a proper candidate?
How about a number of CVs sent?
what's the right number per week?
5, 10, 20?
the more you send CVs, the more likely there will be a placement?
But quantity is not
Number of interviews held by a client?
what's the right number of interviews per week?
1, 2, 5,?
Your client interviews your candidates? Then he probably likes them!?
Number of Commercial Offers sent?
what's the right number of it per week?
5, 10, 15, 25?
the more Commercial Offers sent, the more possibility to have a new client?
What if your client trusts your judgement
and wastes his time
doing your work?
% of placements
what's the right placement % ?
6%, 8%, 10%,13%?
Initial contacts 141 CVs (100%)
Passed 1st interview - 62 (44%)
Passed 2nd. interview - 41 (29%)
Passed 3rd. interview - 18 (13%)
Job offer acceptance - 12 (9%)
Total number of placements per April: 24
Database 11 (46%)
Linkedin - 5 (21%)
DOU - 3 (12%)
Rabota.ua - 2 (8%)
etc. - 3 (12%)
But first you need to figure out how much time do you need for a placement
CPH = cost per hire
Profitability per recruiter
Pr = Exp/Prp
P% = (Npp/Tnp)*100
Dynamics of staff turnover for the last 3 years
doing that you can detect the best recruiting sources
Selling requires professionals, not amateurs!
by Dmitry Tolmachev
+38 067 323 54 22 / +38 044 577 55 55
what's the right turnover rate % ?
5%, 6%, 10%?
Staff turnover = X / ((Tn1+Tn2)/2)
X - number of dismissed employees during a year
Tn1 - total number of staff at the beginning of year
Tn2 - total number of staff in the end of year
Replacements on trial period
Candidates passing 12 months term
Placements per year = 30
Replacements on trial period = 2
Annual % of replacements on trial period = 6.67%
Employed for the last 2 years = 120
Number of those who did not pass 12 months period = 17
% of 12 month term fails = 14.16%
Time to fill
Ps - Project starting date
JA - Date of Job offer acceptance
finally we got ..
Updating salaries without dishing out money!
They are based on:
OR "Survival rate" = 86% ))
Average length of employment
Avl=average length of employment (all employees)
Sd= Starting date
Te= total # of employees
Time to fill =JA - Ps
Bc = backlog cost
Cpd = cost of the position per working day
number of delayed working days
Lpr = lost profit (for outsourcing companies)
Lpd = lost profit per working day
number of delayed working days
Pr = profitability
Exp = all expenses per recruiter
Prp = profits on a recruiter's placements
Ppl = % of placements
Npp = number of placements for a period
Tnp = total number of projects for a period
Artp = annual % of replacements on trial period
Rtp = replacements on trial period
Tpl = total placements per year
Sti= stability index
Nsv= #of survivals (12 months+)
Nem=#of employments a year ago
Employed - 46
Survived - 39
STI = 39/46*100 = 85%