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1.0 Investment and selection investments per recruit
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Investment calculation assumptions in recruiting and selection of human resources are divided into three categories: investments, indirect investments and work integration investments. Hours calculated represent employer's time chargeable to recruiting, selection, hiring, and integrating employees, for all jobs.
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1.1 Direct investments
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Chargeable to recruiting (average of $500 / recruit)
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Traditional and digital advertising
Print and digital medias
Membership fees for recruitment websites
Posting (internal and external)
Competition and expenses (references)
Human resources consultant(s)
Employment agencies, etc.
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Chargeable to selection (average of $1,000 / recruit)
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Test battery
Assessment of potential
Professional services (psychologist)
Candidate's travel expenses (hotel, etc.)
Employee's expense accounts, etc.
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1.2 Indirect Investments
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Average hours per activity
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Without
Profilesoft
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With
Profilesoft
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Definition and validation of professional skills
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5
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3
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Definition and validation of personal skills (aptitudes)
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5
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1
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Drafting media ad and selecting media
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5
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1
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Initial screening or triage - reading CV (average of 100 CV x 10 min. each)
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16
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1
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Screening - in depth review (80% of CV at 15 min. each)
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20
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1
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Selection - 1st interview (10 candidates at 1,5 h. each)
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15
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1
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Management, assessment and technical tests
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10
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0
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Selection - 2nd interview (2 person committee per 4 finalists x 2 h. each)
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16
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2
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Checking references and negotiations
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4
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4
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Final interview and administrative hiring process
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4
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1
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TOTAL
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100 h.
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15 h.
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1.3 Job Integration Investment
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Average hours per activity
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Without
Profilesoft
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With
Profilesoft
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Hours paid to employees and to new recruit for integrating the latter represent approximately 3 work weeks (100 hours).
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100 h.
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15 h.
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2.0 Number of recruits necessary to maintain the optimal number of performing resources
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Calculation assumptions used for the analysis imply that employers obtain a constant and stable success rate in recruiting and selection activities both in terms of replacement and new employees.
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Without ProfileSoft
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Selection and recruiting activities are, as a general rule, centered only on candidates' professional skills (resume, simulation, technical tests, interviews, etc.). However, human resources specialists are of the opinion that professional skills represent one-third of the hiring decision at the very most and that the remaining two thirds (personal aptitudes, corporate culture, etc.) are skimmed over. Therefore, probabilities of hiring the right candidate stand at about 22% (probable success rate: 33% X probable failure: 66%). As a result, companies must complete (on average) four (4) recruiting and selection processes in order to find the candidate who measures up: the right person for the right job, at the right time.
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For the purpose of the analysis, only one additional process was calculated. Replacements, which are associated with the second process, are linked to an employer's success rate (number of replacements resulting from behaviour, attitude and skills required for the job).
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With ProfileSoft
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ProfileSoft recruiting and selection approach takes into account all three dimensions of skill potential, i.e., personal aptitudes (who the individual is), professional skills (what the individual has acquired: experience, resume) and the type of environment in which he or she will have to work (matching with Key profile). As a result, and given the overall performance factors tied into the job, we feel that an efficient ProfileSoft process identifies the right person, for the right job, at the right time - the first time.
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For the purpose of the analysis, the calculated rate is the result of the difference between overall replacements versus those resulting from behaviours and skills required for the job.
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3.0 Hours spent recruiting, selecting and integrating employees (productivity)
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Adopted calculation assumptions, i.e. constant and stable success rate in recruiting and selection, are used to calculate hours spent recruiting selecting and integrating each candidate.
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Average hours per activity
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Without
Profilesoft
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With
Profilesoft
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spent recruiting and selecting
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100 h.
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30 h.
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spent on integration (3 weeks)
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100 h. |
30 h. |
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