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Recruitment Statistics CASE STUDY

The human resources director asked the assistant to analyze last year's recruitment data to determine the most effective recruitment methods. The assistant calculated the cost per hire and yield ratio for each method. Based on the analysis, referrals had the highest yield ratio while social media/company website had the lowest cost per hire and high yield ratio, so the assistant recommended focusing recruitment efforts on referrals, social media, and professional association ads.

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Masood Ali
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701 views3 pages

Recruitment Statistics CASE STUDY

The human resources director asked the assistant to analyze last year's recruitment data to determine the most effective recruitment methods. The assistant calculated the cost per hire and yield ratio for each method. Based on the analysis, referrals had the highest yield ratio while social media/company website had the lowest cost per hire and high yield ratio, so the assistant recommended focusing recruitment efforts on referrals, social media, and professional association ads.

Uploaded by

Masood Ali
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Recruitment Statistics

As the assistant to the human resources director at Tally Group, you


normally answer phones and set appointments for the director. You
are interested in developing skills in HRM, and one day, your HR
director presents you with a great opportunity for you to show what
you can do. She asks you to analyze last year’s recruitment data to
determine which methods have worked best. As you look at the data,
you aren’t sure how to start, but you remember something on this
from your HRM class in college. After reviewing the data in your
book, you feel confident to analyze these numbers. Please go ahead
and perform calculations on these numbers, then provide answers to
the questions that follow.
1. Prepare a report summarizing your findings for the recruitment cost
per hire and yield ratio for each type of recruiting method.
2. Make a recommendation to your human resource director on where
the department should spend more of its time recruiting.

Based on the provided data, I have calculated the cost per hire/recruit and yield ratio for
each recruiting method as follows:

Total Annual Cost per


Recruitment Method # Hired/Recruited Cost Hire/Recruit Yield Ratio

Temporary Placement Firms 8 $3,200 $400 0.25

Campus Recruiting 2 $1,500 $750 0.04

Professional Association Ads 10 $4,500 $450 0.10

Social Media/Company
Website 33 $300 $9.09 1.00

Job Fair 3 $500 $166.67 0.06

Referrals 26 $26,000 $1,000 0.87


Total Annual Cost per
Recruitment Method # Hired/Recruited Cost Hire/Recruit Yield Ratio

Recommendation: Based on the cost per hire/recruit and yield ratio, it is recommended
that the Tally Group should focus on referrals, social media/company website, and
professional association ads to spend more time recruiting. Referrals have the highest
yield ratio, meaning that they are the most successful in producing high-quality
candidates, while also having a moderate cost per hire/recruit. Social media/company
website have the lowest cost per hire/recruit and a high yield ratio, indicating that this
method is also successful. Professional association ads also have a moderate cost per
hire/recruit and a higher yield ratio compared to other methods, making them a good
option. On the other hand, campus recruiting and job fairs have a high cost per
hire/recruit and a low yield ratio, indicating that they are less effective methods.
Temporary placement firms have a moderate cost per hire/recruit but a very low yield
ratio, indicating that this method may not be the best use of resources.

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