What you'll learn

Top 15 Metrics for High-Performing Talent Acquisition Manager

Quantify HR department’s contribution to the overall bottom line, through solid, factual, and verifiable data for tough decisions with mathematical formulas

Use human capital benchmarks for action plans to achieve and surpass industry standards in terms of workforce engagement, productivity, and ROI.

Identify HC measurement opportunities; diagnose HR financial measures, understand the messages in measured data, to become competitive and cost effective.

Requirements

Talent Acquisition Managers and HR Professionals

Description

Business leaders don’t judge HR strategic contribution on the basis of emotional activities but by the IMPACT on the business, which is always measured in financial terms. HR traditional model of using subjective emotions and gut feelings for workforce decisions is woefully inadequate. Key responsibility of HR leaders is to relate workforce investment with respect to key performance indicators of the organization and demonstrate that relationship with data and ratios.Numbers are the universal language of business. Organizational leaders prefer to take decisions on evidence-based data. Shareholders, board members, CEOs, CFOs all measure results. They are keen to see verifiable connections between human capital investments and leading indicators of organizational sustainability. Human capital analytics and benchmarks have thus become a differentiator between top class and traditional HR department.International Organization for Standardization has published first global standard ISO 30414 on Human Capital Disclosure. It includes 58 metrics in 11 areas of human capital management including Compliance and Ethics, Workforce Costs, Workforce Productivity/ROI, Skills and Capabilities, Organizational Culture, Leadership, Succession Planning, Diversity, Workforce Health, Safety, Well Being, Workforce Availability and Recruitment/Mobility/Turnover.In this course, we will be covering 15 metrics pertaining to Recruitment/Mobility/Turnover. These metrics can help talent acquisition professionals in developing a business case for improving recruitment practices within their organization which can help them obtain the right talent in the right cost at the right time for the right job.

Overview

Section 1: Introduction

Lecture 1 Course Introduction

Section 2: Recruitment Metrics

Lecture 2 Metric 1 - Time to Hire

Lecture 3 Metric 2 - Unfilled Vacancies

Lecture 4 Metric 3 - Number of Qualified Candidates Per Position Advertised

Lecture 5 Metric 4 - Quality of Hire

Lecture 6 Metric 5 - Time to fill Vacant Critical Business Position

Lecture 7 Metric 6 - Transition & Future Workforce Capabilities

Lecture 8 Metric 7 & 8 - Percentage of Positions and CBP filled Internally

Lecture 9 Metric 9 & 10 - Percentage of CBP and Percentage of Vacant CBP

Lecture 10 Metric 11 - Internal Mobility Rate

Lecture 11 Metric 12 - Employee Bench Strength

Lecture 12 Metric 13 - Turnover Rate

Lecture 13 Metric 14 - Voluntary Turnover Rate

Lecture 14 Metric 15 - Voluntary Critical Turnover Rate

Lecture 15 Metric 16 - Exit / Turnover Reasons - *Bonus*

Lecture 16 Course Feedback

CHRO, HR Analytics Heads, Talent Acquisition Managers, Functional Managers, HR Professionals, HR Team Leads

Top_15_Metrics_for_HighPerforming_Hiring_Manager.part1.rar - 995.0 MB

Top_15_Metrics_for_HighPerforming_Hiring_Manager.part2.rar - 96.0 MB