Number of hours invested by hiring decision makers per senior management/executive new hire

This measure calculates the number of hours hiring decision makers spend per senior management/executive new hire. Senior management/executives are the highest-ranking officers and managers below executives; they typically have several managers reporting to them and have functional or business unit responsibility. This measure is part of a set of Staff Productivity measures that help companies assess the efficiency of their staff related to the process "recruit, source, and select employees."

Benchmark Data

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Measure Category:
Staff Productivity
Measure ID:
105458
Total Sample Size:
1,080 All Companies
Performers:
25th Median 75th
- 8.0 -
Key Performance Indicator:
No
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Units for this measure are hours.

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Number of hours invested by hiring decision makers per senior management/executive new hire

Key Terms

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Staff Productivity is a measure of the efficiency of individuals performing specific processes. Measures in staff productivity generally relate the transaction volume or outcome of the process with the effort in terms of full time equivalent employees to perform the process.

Measure Scope

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Cross Industry (8.0)

  • 7.2.1 - Manage employee requisitions (21698) - Handling the requirements for new employees. Create and open job requisitions by clearly defining the job descriptions. Post these requirements internally and externally, and modify them as appropriate. Manage the dates of the whole requisition process.
    • 7.2.1.1 - Align staffing plan to work force plan and business unit strategies/resource needs (10445) - Creating a correspondence between the plan for hiring new employees and the desired employee requirements. Staff an adequate amount of people with the appropriate skills to effectively accomplish its legislative, regulatory, service, and production requirements.
    • 7.2.1.2 - Open job requisitions (10446) - Developing specific job requisitions, and ensuring their accessibility. Create and open a job requisition to fill the vacant positions within the organization. Clearly describe the job title, department, fill date, and the requisite skills and qualifications for the job.
    • 7.2.1.3 - Approve job requisition (21697) - Reviewing and authorizing requests to fill positions to ensure alignment with workforce plans, budget constraints, and organizational approval requirements
    • 7.2.1.4 - Post job requisitions (10448) - Posting and advertising job descriptions. Display open job descriptions internally and externally. Use public portals, online portals, and websites to upload these requisitions in order for applications to be received.
    • 7.2.1.5 - Modify job requisitions (10450) - Making the necessary alterations to job requisitions. Revamp or revise the job requisitions in case a position is filled or is not vacant anymore, as well as in case of any new openings. (It involves Manage the internal/external job posting websites [10449] to make the necessary changes.)
    • 7.2.1.6 - Notify hiring manager (10451) - Informing and communicating with the hiring manager. Notify the manager responsible for the hiring process in cases of any new position openings or changes.
    • 7.2.1.7 - Manage requisition dates (10452) - Determining and managing the dates for the employee requisition process.
  • 7.2.2 - Recruit/Source candidates (10440) - Recruiting new candidates for deployment across various functional areas inside the organization. Select methods for sourcing new employees. Manage relationships with third-party agencies. Stage recruitment fairs and drives. Manage employee referral programs.
    • 7.2.2.1 - Determine recruitment methods and channels (10453) - Defining the methods and channels for recruitments in order to maximize the amount of candidate availability. Use channels such as headhunting, job postings, job portals, networking websites, and media advertising. Choose from the various methods of recruitment such as internal/external third-party sourcing.
    • 7.2.2.2 - Perform recruiting activities/events (10454) - Organizing and executing recruiting activities and events. Activities and events include on-campus hiring, refresher courses, information sessions, career fairs, etc. to increase the coverage of the sourcing in order to ensure that the most deserving and appropriate candidates are hired.
    • 7.2.2.3 - Develop and maintain candidate pool (21699) - Cultivating relationships with potential job candidates even when there are no immediate openings. Building the talent pipeline for potential future hiring needs.
    • 7.2.2.4 - Manage recruitment vendors (10455) - Establishing and maintaining relationships with recruitment vendors (suppliers). Create and maintain relationships with third-party agencies such as staffing and firms to expand. Use these relationships to implement the sourcing process effectively.
    • 7.2.2.5 - Manage employee referral programs (17047) - Creating and managing a recruiting strategy where current employees are rewarded for referring qualified candidates for employment.
    • 7.2.2.6 - Manage recruitment channels (17048) - Establishing and maintaining internal and external channels for recruiting. Extract the best out of every recruitment channel. Manage all the processes related to all the sourcing channels including maintaining career pages on the organization website.
  • 7.2.3 - Screen and select candidates (20123) - Evaluating and selecting potential employees through interviews, tests, etc.
    • 7.2.3.1 - Identify and deploy candidate selection tools (10456) - Identifying and implementing tools for the selection of candidates. Recognize candidate selection tools such as screening, telephone interviews, hiring manager interviews, drug testing, and skills assessment. Effectively deploy these tools to check if the candidates fit in the workplace or not, as well as to ensure workplace safety.
    • 7.2.3.2 - Interview candidates (10457) - Assessing the candidates by their performance in the interviews. Conduct HR interview, technical interview, hiring manager interview, etc. Understand the mindset of the candidate, and comprehend his/her personal and professional lives.
    • 7.2.3.3 - Test candidates (10458) - Examining the candidates through tests. Prepare tools such as aptitude, technical, and grammar tests. Test the skills of the candidate through a written, oral, or computerized test.
    • 7.2.3.4 - Select and reject candidates (10459) - Approving the deserving candidates, and rejecting the others. Examining the performance of candidates. Ensure candidates would fit well with the organization. (Assess performance from Interview candidates [10457] and Test candidates [10458].)
  • 7.2.4 - Manage new hire/re-hire (10443) - Creating and making job offers to the selected candidates. Fairly negotiate the job offers. Agree on terms with the candidate to complete the hiring process.
    • 7.2.4.1 - Draw up and make offer (10463) - Compiling job-related information for the selected candidates in order to make up a job. Include information about the job description, reporting relationship, salary, bonus potential, benefits, and vacation allotment.
    • 7.2.4.2 - Negotiate offer (10464) - Negotiating an offer with selected candidates. Discuss the job offer with the candidate to ensure a mutual understanding.
    • 7.2.4.3 - Hire candidate (10465) - Wrapping up the process for hiring candidates. Agree to all hiring terms and conditions. Have the candidate accept and sign the job offer.
  • 7.2.5 - Manage applicant information (10444) - Creating and maintaining a system for managing the information of applicants. Create records for all candidates who apply. Maintain and track information through the use applicant-tracking systems.
    • 7.2.5.1 - Obtain candidate background information (10460) - Conducting a background investigation on the candidates with the objective of gathering and compiling criminal, commercial, medical, and financial information.
    • 7.2.5.2 - Create applicant record (10466) - Creating and documenting the records of all applicants. Manage all individual applicants, including hires and non-hires. Maintain records to avoid any duplication and promote efficiency.
    • 7.2.5.3 - Manage/Track applicant data (10467) - Keeping track of all the information about the candidates who apply for jobs. Use applicant-tracking systems that can be accessed online as a central location and database for recruitment efforts.
      • 7.2.5.3.1 - Complete position classification and level of experience (20124) - Identifying the requirements for the position to be filled. Determine the experience and skills necessary to perform the tasks outlined.
    • 7.2.5.4 - Archive and retain records of non-hires (10468) - Retaining and storing the records of the candidates who were rejected and not hired to ensure future availability in case the need arises. Create a centralized repository of profiles. Label these records in order to readily identify them. Add remarks for any future consideration.