• Friday, December 01, 2023
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Metrics and Analytics (2)

Metrics and Analytics (2)

I am not sure that somebody somewhere has not sped up the clocks therefore making the days run much faster pre-covid. Here we however find ourselves again. Another weekend.

Continuing with analytic and metrics in HRM, today is looking at Time to hire and ROI on Training and development (TD). With time to hire, analysis helps to make informed decisions and improvements in the recruitment process. Here are some steps to effectively engage with the time to hire metric.

Start by collecting and tracking relevant data related to the time it takes to fill open positions. This data can include from job posting time to candidate selection, the number of candidates interviewed, and the duration of each stage in the recruitment process.

Determine benchmarks and goals for time to hire based on industry standards, organizational needs, and the specific requirements of each position. This will help you establish a baseline and set targets for improvement.

Use analytics tools or spreadsheets to analyse the data and identify trends and patterns. Look for any bottlenecks or delays in the recruitment process that may be causing longer hiring times. Analyse by different job roles, departments, or recruitment sources (direct recruitment / recruitment consultant).

Identify the key areas in the recruitment process that can be optimised to reduce time to hire. This could include streamlining job posting and advertising, enhancing candidate screening and selection processes, improving communication and coordination among hiring stakeholders, or leveraging technology to automate manual tasks.

Develop and implement strategies to address the identified areas. For example redefining job requirements to attract a more targeted pool of candidates, using technology solutions for applicant tracking and screening, optimizing interview processes, or enhancing collaboration between HRM and hiring managers.

Continuously monitor the impact of the implemented improvements on time to hire. Track the updated metrics and compare them against the established benchmarks and goals. This will help you evaluate the effectiveness of the changes and make further adjustments if needed.

Consider leveraging recruitment technology and automation tools to streamline and expedite the hiring process. Applicant tracking systems, video interviewing platforms, and pre-employment assessment tools can help save time and improve efficiency in candidate evaluation and selection.

Reducing time to hire is important, but it is crucial to evaluate the quality of hires. Monitor the performance and retention of employees hired within different timeframes to ensure that speed does not compromise the quality.

Like with any ongoing process it is important to continuously refine and optimise the hiring process. Regularly review and adjust to keep up with the rapidly changing market Vis a Vis needs.

Engaging with the metrics and analytics of time to hire requires a data-driven approach, continuous improvement mind-set, and a commitment to enhancing the recruitment process to attract and select the right talent efficiently.

Now we come to tracking ROI on TD. By tracking, you can evaluate whether the TD programs are delivering the desired outcomes and generating tangible benefits for the organization and employees.

ROI analysis helps with decision-making concerning resource allocation. This will help with prioritising investments in the most impactful initiatives and optimising training budgets. Thereby gaining support and justifying investments from management and making it easier to secure funding for future initiatives.

To this end, clearly define the objectives and expected outcomes of the TD initiatives. For example, improving specific skills, increasing productivity, enhancing customer satisfaction, or reducing error rates. Objectives should be measurable and aligned with the organization’s overall goals.

Determine the key performance indicators that will measure the impact of the TD initiatives. These metrics could include productivity levels, sales figures, customer satisfaction ratings, employee engagement scores, or specific skill assessments. Metrics must align with the identified objectives.

Collect relevant data before the TD initiatives are implemented. Serving as a baseline against which impact will be measured. For example, measure performance levels, customer feedback, or employee engagement scores before the training interventions.

Then determine the costs associated with the programs like costs for trainers, materials, facilities, technology, and other related expenses.

Afterwards collect data to measure the impact of the programs. Compare the post-training data to the baseline data collected earlier.

To calculate ROI, subtract the costs of training and development from the financial gains or benefits derived from the programs. Divide the result by the costs and multiply by 100 to express it as a percentage. The formula is: ROI = (Financial Gains – Training Costs) / Training Costs * 100.

Read also: HR metrics and analytics (1)

Tangible and intangible benefits must be considered when assessing ROI from TD. Some benefits can be quantified directly, such as increased sales or reduced errors, but others might be harder to quantify but still have value, such as improved employee morale or enhanced teamwork.

As with time to hire, review and evaluation is important. Use the insights gained to refine and improve future programs, focusing on those that yield the highest ROI and align with organizational goals.

By consistently tracking ROI from training and development, organizations can make data-driven decisions, demonstrate the value of these initiatives, and continually improve the effectiveness of their learning and development efforts.

I love tracking and analysing as I almost always say, what you do not measure, you cannot manage.