Time to Hire

High Level Design

Overview

It is important for any organization to fill open positions. A failure to fill open jobs quickly will have a number of negative consequences:

• Reduced efficiency - not enough staff to complete tasks on time and with the required quality.
• Lost revenue - less sales and production staff.
• Incurred costs - hiring temp workers, paying HR agencies, etc.

Measuring the hiring process can contribute to organizational efforts to reduce the above by getting insights into the process. This will allow the organization to identify areas that it needs to improvemaintaindevelop and take action accordingly.

Dashboard Example (sample data)

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Goals

Improve efficiency, avoid lost revenue and additional costs by reducing the time it takes for the organization to hire new employees.

Objectives

• Find bottlenecks within the hiring process so that adequate action can be taken (change procedures, hire more recruitments, etc.)
• Identify up-to-date thresholds for the duration of each step and adjust them if needed.
• Identify best hiring resources so we can focus and develop the best hiring sources.
• Analyze differences between different departments\locations.

KPI Architecture

Objectives	KPIs	Measures	Data Source
Find bottlenecks within the hiring process so that adequate action can be taken (change procedures, hire more recruitments, etc.)	Time to Hire	Avg days to hire – sum([ID],avg([Time To Complete]))	Steps, All Candidate Steps
Identify up-to-date thresholds for the duration of each step and adjust them if needed.	Avg Delay	Avg Delay – Avg(Avg days to hire-Target time to hire) Target Time to Hire – sum([ID],[Avg(Days To Complete])	Steps, All Candidate Steps
Identify best hiring resources so we can focus and develop the best hiring source.	# of hired per source	# of hired per source – avg([Position Id], dupcount([Candidate UID]))	All position, All Candidate Steps
Analyze differences between different departments\locations.	Time to Hire	Avg days to hire – Avg(Group by(Step Id), Time to complete)	Steps, All Candidate Steps
	Avg Delay	Avg Delay – Avg(Avg days to hire-Target time to hire) Target Time to Hire – sum([ID],[Avg(Days To Complete])	Steps, All Candidate Steps
	Avg Candidates	Avg Candidate – avg([Position ID],count([Candidate UID]))	All position, All Candidate Steps
	Candidates\Time to hire correlation	Candidates\Time to hire correlation – X Axis: Avg Candidate Y Axis: avg([Time To Complete])	Steps, All position, All Candidate Steps
	# of hired per source	# of hired per source – avg([Position Id], dupcount([Candidate UID]))	All position, All Candidate Steps

Data Requirements

#	Source	Table Name	Table Details (type, # rows, key fields)
1	HR System	All candidate steps	Duration per position and candidate
2	HR System	Steps	Target duration per step
3	HR System	All positions	Position dimension – keeping informative data per position

Data Modeling (Elasticube Design)