Standards Development

Scope

This international technical specification describes the elements of Recruitment metrics and provides comparable measures for internal and external reporting.

The TS also highlights issues that need to be considered when interpreting the recruitment data especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

Purpose

This proposal builds on the work of ISO/TC260 WG2 metrics. At the Bali Plenary 2017, WG 2 proposed that future NWIP for metrics should be clustered according to the requirements of standards being developed. The initial clusters would be according to the reporting requirements of ISO/AWI 30414 – Guidelines – Human Capital Reporting for Internal and External Stakeholders. See Resolution 78. WG 2 also proposed that all metrics developed follow a defined template including: the name of the metric; definition; formula; purpose and how to use the metric (intended users and contextual factors for interpretation). See Resolution 79

ISO/DIS 30414:2017-10 Human Resource Management — Guidelines for Human Capital Reporting for Internal and External Stakeholders includes the following clusters:

1. Compliance:

2. Costs:

3. Diversity:

4. Leadership:

5. Organisational health safety & wellbeing:

6. Organizational culture:

7. Productivity:

8. Recruitment, mobility and turnover:

9. Skills and capabilities:

10. Succession planning:

11. Workforce availability:

This TECHNICAL SPECIFICATION focuses on RECRUITMENT.

In this TECHNICAL SPECIFICATION you will find the description of the internationally accepted metrics, and indicators which describes Recruitment in organizations.

ISO/DIS 30414:2017-10 Human Resource Management — Guidelines for Human Capital Reporting for Internal and External Stakeholders defines Recruitment associated with workforce in organizations in the following ways:

“This area describes the ability to maintain or support an activity or process and adequate workforce over the long-term. This area concentrates on the whole process of maintaining a sustainable workforce, from recruitment (‘IN’), internal mobility (‘THROUGH’) to turnover (‘OUT’). This is important for internal as well as external stakeholders, because it shows the health of an organization.

For the area recruitment (IN) the following metrics are recommended for internal reporting by large organizations (unless otherwise stated):

1) Number of qualified candidates per position This metric includes the number of applicants that meet the requirements of the job among all persons who applied for the job.

2) Quality per hire

Quality per hire is defined as the measurement of the performance of the employee after hire compared with pre-hire expectations during a defined period.

NOTE: Quality of hire is defined in Technical Specification ISO/TS 30411.[14]

3) Average length of time to fill a vacancy (additionally recommended for external reporting by large organizations):

a) Time to fill vacant positions Time to fill measures for every position: the total number of days between the delivery of an approved requisition to staffing and the date on which an applicant accepts the job offer. For a given time period, the average number of days for all filled positions is calculated.

b) Time to fill vacant critical positions

Time to fill measures for every critical position: the total number of days between the delivery of an approved requisition to staffing and the date on which an applicant accepts the job offer. For a given time period, the average number of days for all filled critical positions is calculated.

Critical positions are defined as positions or job roles that have a direct and significant impact on organizational outcomes. They are identified by organizations as part of their organizational strategy as those position that have a high impact on creating or adding value. Note: The impact of critical positions is defined in ISO/TS 30410."