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Home » HR Processes » Recruitment and Selection » Recruitment Process Design and Development » Recruitment Analysis

Recruitment Analysis

The HRM Function has to conduct regular Recruitment Analysis to identify key gaps, development and trends on the external recruitment market. The Recruitment Analysis has to be used as a basis for the decisions in the recruitment process area and for the discussions with the management.

The recruitment analysis usually describes the main internal recruitment process development and changes and their impact to the overall performance of the recruitment process. The HRM Function should commit to bring regular improvement in the recruitment process to stay competitive on the job market and to gain a competitive advantage in the recruitment area.

The recruitment analysis in the external recruitment should focus on the main developments and trends in the external recruitment for the organization. As the recruitment and staffing is very expensive for the organization, the serious analysis of the costs has to be done. Many organizations do not focus specially on monitoring the recruitment costs, but the HRM Function has to commit to monitor and manage external recruitment costs.

The really serious recruitment analysis contains:

Macroeconomic development and the impact of the macroeconomic development on the recruitment activities

Detailed analysis of the open positions in different units

Detailed analysis of the open positions per different level in the organization hierarchy

Detailed analysis of the recruitment used – internal and external, per function and per level in the organization

Detailed analysis of the recruitment sources used for different position

Success rate analysis of different channels

The recruitment analysis is not used for the monitoring of the mistakes done in the recruitment process; it has to show the management of the recruitment process and can be used as basis for the managerial decision.

The recruitment process design cannot be done without a proper recruitment analysis as the numbers are the only evidence for some facts. The HRM Function has to have the power to provide the results of the recruitment analysis with comments and the action plan to make the changes in the recruitment process.

As the HRM Function is a fully responsible owner of the recruitment process, the recruitment analysis should point the most important aspects for the HRM Function to make changes in the design of the recruitment process and to negotiate the additional changes with the impact on the organization with the top and line management.