Recruitment Analysis-post
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1 Recruitment Analysis Ziwen Sheng
Transcript of Recruitment Analysis-post
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Recruitment Analysis
Ziwen Sheng
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Purpose
Examine the condition of the group position management. Diagnose the current performance of recruitment and find gaps from
strategy. Locate the weak areas to be improved. Help determine future performance target. Gain an insight into future researches on the reason behind facts. Find best practices and share with all brands.
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Method
Sampleo Raw data comes from “2012 05 - WIP Report”.o Selected all closed requisitions. 616 requisitions are included
(2010.3 - 2012.3). Statistics
o Standardized descriptions of all indexes and put all brands’ data into one form.
o Marked missed items, which are stated in the notes of related slides.
o Used Pivot table to summarize and analyze WIP Report. Note:
o Job Levels: 1-Staff, 2-Manager, 3-Director, 4-GM, 5-MD
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Basic Position Statistics
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Position Statistics
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
39 92
45
75
98
55 28
95
71
3
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Location Ratio of Positions (# of positions)
SHGZBJ
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Position Statistics
SH SH BJ GZ SH BJ GZ SH BJ GZ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
10 12
1
16
41 35 44
31 17
2 47 58
12
65
9 28 11 17
8
4
1
16 29
2
24
3 11 9 10 6
6 11
7 1 9
Position Level Ratio for Different Brands and Locations (# of positions)
543210
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Position Statistics
SH SH BJ GZ SH BJ GZ SH BJ GZ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
16 27
6 9 10
4
3 31
23 65
49 62 35
28 3 75 91
12 67
Headcount Ratio of Different Locations (# of positions)
YesNo
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Position Statistics
0 1 2 3 4 0 1 2 3 1 2 3 1 2 3 4 5 0 1 2 3Digitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
8
4
4
10
7 7 3
15 6 4 28 8 2
2
12
5
3 1
2
34 21 8
95 30 21
66 21 17 1 1 1
107 47 15
Headcount Ratio of Different Brands and Levels (# of posi-tions)
YesNo
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Position Statistics
SH SH BJ GZ SH BJ GZ SH BJ GZ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
25
45
17 14
6
11
2
23 29 4 16
14
47
38 57
39
17
1
52 66 11 82
Replacement/ New Position Ratio of Different Brands and Locations (# of positions)
New Position Replacement
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Position Statistics
0 1 2 3 4 0 1 2 3 1 2 3 1 2 3 4 5 0 1 2 3Digitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
9
10 5
1
10
20 11 4
24 7 6 20
5
11
1
33 14
1
1
6 4
3
2
21 17 7
86 29 19 46
16
6
1 1
102 41
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Replacement/ New Position Ratio of Different Brands and Levels (# of positions)
New Position Replacement
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Position Statistics
SH SH BJ GZ SH BJ GZ SH BJ GZ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
8
10
29
81 55 71 45
25
1
64 82
12
91
1
3
3
2
11 10 7
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Ratio of Employees Type (# of Positions)
Third PartyPermanentParttimeInternContractor
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Position Statistics
0 1 2 3 4 50%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1
49 22 9
1
3
78 38 24
1
1
15
22 7 1
4 3
1
18
1
33 12
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Success Channel ratio of Different Levels (# of positions)
Job PortalInternal TransferInternal ReferralIntern TransferHeadhunterDirect Approach
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Position Statistics
Digitas Razorfish Starcom VivaKi Exchange ZenithOptimedia0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
4 8
2 11
57 8
29 25
72
11 14
31
8
4
21
14 16
79
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Successful Channel Ratio of Different Brands (# of posi-tions)
Job PortalInternal TransferInternal ReferralIntern TransferHeadhunterDirect Approach
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Summary
Staff level accounts for 60 percent, while manager level and director level account 20% and 10% separately (slides 6).
VivaKi Exchange has the highest headcount rate (100%), while Starcom (shanghai) and ZO (shanghai) has the lost rate (70%-80%) (slides 9-10).
Digitas and Razorfish have higher new position rate, while Starcom and ZO have lower new position rate. If the new position rate is compatible with growth rate, it is appropriate (slides 11).
The ratio of successful channels is stable for all staff level, manager level and director level. Internal Transfer, intern transfer and direct approach are the most used approaches (slides 12).
ViviKi Exchange uses more internal referral, while ZO uses more direct approach, which reflects their business conditions (slides 13).
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Analysis of Recruitment Lead Time
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Analysis of Recruitment Lead TimeDi
rect
App
roac
h
Head
hunt
er
Inte
rn T
rans
fer
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
Job
Porta
l
Dire
ct A
ppro
ach
Head
hunt
er
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
Job
Porta
l
Dire
ct A
ppro
ach
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
1 2 3
-
20
40
60
80
100
120
140
160
45
96
51 47 53
62 72
14
57 66
84
25
52
139
50
68
52 52 57 67
61
5
60 48
54
18
52
122
47
3 11
65
24 21 22
3
34
8 6 9
23
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Mean and Standard Deviation of Recruitment Lead Time for Dif-ferent Levels and Success Channels (day) 平均值项 :Opening Days 标准偏差项 :Opening Days2 计数项 :Opening Days3
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Analysis of Recruitment Lead Time
AOR
Biz Dev
elopmen
tCAP
CPADigita
l
Digital N
ego
MPMOOH
P&R Opera
tion
Planning PR
Radio Neg
o
TV Nego TVI
VNC -
20
40
60
80
100
120
140
99
18
35
113
51
62 62
41
56 63
28 19
35 34
62 58
10
29
94
54 45
54 55 52
73
25 19 20 24
47
9 7 7 13
124
17
7 15
35
83
2 4 6
22
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Mean and Standard Deviation of Recruitment Lead Time for Func-tions (day)
平均值项 :Opening Days 标准偏差项 :Opening Days2 计数项 :Opening Days3
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Analysis of Recruitment Lead TimeDi
rect
App
roac
h
Inte
rnal
Ref
erra
l
Job
Porta
l
Dire
ct A
ppro
ach
Head
hunt
er
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
Job
Porta
l
Dire
ct A
ppro
ach
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
Dire
ct A
ppro
ach
Inte
rn T
rans
fer
Inte
rnal
Ref
erra
l
Inte
rnal
Tra
nsfe
r
Dire
ct A
ppro
ach
Inte
rn T
rans
fer
Inte
rnal
Tra
nsfe
r
Digitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
-
20
40
60
80
100
120
140
160
180
200
50
15
61 53 55 58 61
49
24
77
187
60 62
45
59 51
38 37
19 16
70
37
62 59
75
49
13
72
91
51 63
47 52 58
6
41
4 7 14
8 6
26
4
28
2
18 7 11 7
72
13
54
3 16
Mean & Standard Deviation of Recruitment Lead Time for Different Brands and Levels (day)
平均值项 :Opening Days 标准偏差项 :Opening Days2 计数项 :Opening Days3
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Analysis of Recruitment Lead Time
SH SH BJ GZ SH BJ GZ SH BJ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
-
20
40
60
80
100
120
45
53
103 100
57 54
26
48 52
9
56 52
94
80
54
45
18
51
60
4
26
80
12
27
18
27
3
73
94
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Mean & Standard Deviation of Recruitment Lead Time for Different Brands and Locations (day)
平均值项 :Opening Days 标准偏差项 :Opening Days2 计数项 :Opening Days3
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Summary
Internal referral is an efficient method for all levels (around 50 days, slides 16).
Lead time of internal transfer is increasing with levels. 53 days for staff level, 57 days for manager level, 139 days for director level(139 days, slides 16).
Lead time of direct approach for manager level is relatively high (72 days, slides 16)
AOR and CPA take the longest time to recruitment (separately 99 days and 113 days), followed by planning of 63 days (slide 17).
Starcom takes much longer time for recruitment (100 days, slide 19). However, this result may be inaccurate for the sake of missed data.
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Implications
Internal referral is a efficient method, which prove our success of referral plan.
Some functions like AOR and CPA are hard to staff. We should invest more resource to recruitment for these functions.
We should manage the succession plan systematically. We need more young leadership for director level.
There are too few performance indexes in WIP, and we need more indexes for recruitment effectiveness besides efficiency, like candidate reaction, cost, on boarding performance, retention rate.
There is much missed data (slide 22), making analysis inaccurate. o Large amount of blanks of recruitment lead time.o Some brands (e.g. Starcom) didn’t include interns into WIP
report.o How many candidates have been interviewed for each position?
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Appendix
SH SH BJ GZ SH BJ GZ SH BJ GZ SHDigitas Razorfish Starcom VivaKi Exchange ZenithOptimedia
0%
20%
40%
60%
80%
100%
120%
67%
85%
20%
38% 38%
96%100%
97% 96%
0%5%
67%
86%
31%
37%40%
100% 100% 100%
81%
100%
2%
Possessed Data of Recruitment Lead Time and Success Channel求和项 :Lead Time 求和项 :Success Channel
