Human resource management -- Recruitment metrics cluster

This document describes the elements of recruitment in the recruitment, mobility and turnover cluster. This document provides the formulae for comparable measures for internal and external reporting. This document 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, such as regulators and investors.

Management des ressources humaines -- Indicateurs de recrutement

General Information

Status
Published
Publication Date
29-Apr-2021
Current Stage
5060 - Close of voting Proof returned by Secretariat
Start Date
02-Apr-2021
Completion Date
02-Apr-2021
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TECHNICAL ISO/TS
SPECIFICATION 30430
First edition
2021-04
Human resource management —
Recruitment metrics cluster
Management des ressources humaines — Indicateurs de recrutement
Reference number
ISO/TS 30430:2021(E)
ISO 2021
---------------------- Page: 1 ----------------------
ISO/TS 30430:2021(E)
COPYRIGHT PROTECTED DOCUMENT
© ISO 2021

All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may

be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photocopying, or posting

on the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address

below or ISO’s member body in the country of the requester.
ISO copyright office
CP 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Geneva
Phone: +41 22 749 01 11
Email: copyright@iso.org
Website: www.iso.org
Published in Switzerland
ii © ISO 2021 – All rights reserved
---------------------- Page: 2 ----------------------
ISO/TS 30430:2021(E)
Contents Page

Foreword ........................................................................................................................................................................................................................................iv

Introduction ..................................................................................................................................................................................................................................v

1 Scope ................................................................................................................................................................................................................................. 1

2 Normative references ...................................................................................................................................................................................... 1

3 Terms and definitions ..................................................................................................................................................................................... 1

4 Number of qualified candidates per position......................................................................................................................... 1

4.1 General ........................................................................................................................................................................................................... 1

4.2 Purpose .......................................................................................................................................................................................................... 1

4.3 Formula ......................................................................................................................................................................................................... 1

4.4 How to use .................................................................................................................................................................................................. 2

4.5 Intended users ......................................................................................................................................................................................... 2

4.6 Contextual factors ................................................................................................................................................................................. 3

4.7 Predictive factors .................................................................................................................................................................................. 3

5 Average length of time to fill a vacancy ......................................................................................................................................... 4

5.1 General ........................................................................................................................................................................................................... 4

5.2 Purpose .......................................................................................................................................................................................................... 4

5.3 Formula ......................................................................................................................................................................................................... 4

5.4 How to use .................................................................................................................................................................................................. 5

5.5 Intended users ......................................................................................................................................................................................... 5

5.6 Contextual factors ................................................................................................................................................................................. 6

5.7 Predictive factors .................................................................................................................................................................................. 6

6 Additional metrics offering greater insight into average time to fill .............................................................7

6.1 General ........................................................................................................................................................................................................... 7

6.2 Average known vacancy to staffing requisition metric ........................................................................................ 7

6.3 Average known vacancy to candidates acceptance of job offer metric .................................................. 7

6.4 Cessation of employment to successful candidate start date metric ....................................................... 7

6.5 Time from cessation of employment to new employee onboarding finish date ............................ 7

6.6 Intended users for additional metrics ............................................................................................................................... 8

Bibliography ................................................................................................................................................................................................................................ 9

© ISO 2021 – All rights reserved iii
---------------------- Page: 3 ----------------------
ISO/TS 30430:2021(E)
Foreword

ISO (the International Organization for Standardization) is a worldwide federation of national standards

bodies (ISO member bodies). The work of preparing International Standards is normally carried out

through ISO technical committees. Each member body interested in a subject for which a technical

committee has been established has the right to be represented on that committee. International

organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.

ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of

electrotechnical standardization.

The procedures used to develop this document and those intended for its further maintenance are

described in the ISO/IEC Directives, Part 1. In particular, the different approval criteria needed for the

different types of ISO documents should be noted. This document was drafted in accordance with the

editorial rules of the ISO/IEC Directives, Part 2 (see www .iso .org/ directives).

Attention is drawn to the possibility that some of the elements of this document may be the subject of

patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of

any patent rights identified during the development of the document will be in the Introduction and/or

on the ISO list of patent declarations received (see www .iso .org/ patents).

Any trade name used in this document is information given for the convenience of users and does not

constitute an endorsement.

For an explanation of the voluntary nature of standards, the meaning of ISO specific terms and

expressions related to conformity assessment, as well as information about ISO's adherence to the

World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT), see www .iso .org/

iso/ foreword .html.

This document was prepared by Technical Committee ISO/TC 260, Human resource management.

Any feedback or questions on this document should be directed to the user’s national standards body. A

complete listing of these bodies can be found at www .iso .org/ members .html.
iv © ISO 2021 – All rights reserved
---------------------- Page: 4 ----------------------
ISO/TS 30430:2021(E)
Introduction

ISO 30414 highlights guidelines on the following core human capital reporting (HCR) areas:

— compliance and ethics;
— costs;
— diversity;
— leadership;
— organizational culture;
— organizational health, safety and well-being;
— productivity;
— recruitment, mobility and turnover;
— skills and capabilities;
— succession planning;
— workforce availability.

ISO 30414:2018, 4.7.9, describes the importance of recruitment metrics associated with workforce in

organizations.

The following metrics are recommended for internal reporting by large organizations (unless otherwise

stated):
— number of qualified candidates per position;
— quality per hire.
This document describes the following components for each of the above metrics:
— description;
— purpose;
— formula;
— how to use;
— intended user(s);
— contextual factors;
— predictive factors.
© ISO 2021 – All rights reserved v
---------------------- Page: 5 ----------------------
TECHNICAL SPECIFICATION ISO/TS 30430:2021(E)
Human resource management — Recruitment metrics
cluster
1 Scope

This document describes the elements of recruitment in the recruitment, mobility and turnover cluster.

This document provides the formulae for comparable measures for internal and external reporting.

This document 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, such as regulators and investors.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
No terms and definitions are listed in this document.

ISO and IEC maintain terminological databases for use in standardization at the following addresses:

— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at http:// www .electropedia .org/
4 Number of qualified candidates per position
4.1 General

ISO 30414 defines this metric as the number of applicants that meet the requirements of the job among

all persons who applied for the job.
4.2 Purpose

This area describes the long-term ability to maintain or support an activity or process and adequate

workforce over the longer term. This area concentrates on the whole process of maintaining a

sustainable workforce, from recruitment.
4.3 Formula

For the purposes of this metric it is assumed that the number of qualified candidates refers to the

number of qualified candidates applying to the number of vacant, advertised positions through the

measurement period. The calculation of the number of qualified candidates per position should be

consistent over time and may align with the financial year, the annual budgeting cycle or both. The

point in time for calculation is at the end of each measurement period, such as the end of month one, the

end of quarter two or the end-of-year totals.

Once established, the reporting should include the comparison of previous periods with the current

period and past years with the current year. Three-to-five years is a typical comparison period. This

measurement period will allow for trends to be established and further allow an organization to better

manage expectations and outcomes by establishing targets for future comparison.
© ISO 2021 – All rights reserved 1
---------------------- Page: 6 ----------------------
ISO/TS 30430:2021(E)

If, for any reason, an organization decides on another measurement point, utilization of the preferred

measurement point should be consistent and articulated.

Each organization or industry sector should define, document and regularly update the criteria that

determines whether a candidate is qualified for each category or type of position.

The number of qualified candidates per position is calculated by adding all the qualified candidates

who meet the criteria as defined in 4.1 over the measurement period.

Table 1 — Six-month analysis and comparative of number of qualified candidates per position

Number of qualified
6 months to Comparative 2019 as at Comparative 2018 Comparative 2017
candidates per open
30-06-2020 30-06-2019 as at 30-06-2018 as at 30-06-2017
position
Total open positions
300 280 400 200
(TP)
Total candidates (TC) 600 560 600 400
Number of qualified
420 364 440 300
candidates (QC)
Average number of
qualified candidates 1,4 1,3 1,1 1,5
per position (AQC)

The formula for the average number of qualified candidates per open position (AQC) is:

AQC = QC/TP

Table 1 highlights the breakdown of the number of qualified candidates per position and offers a

comparison with the three previous years. Depending on the size and complexity of the organization,

Table 1 can be further expanded to include subsets of each category, such as sales, marketing,

administration or engineering.
Organisations can a
...

TECHNICAL ISO/TS
SPECIFICATION 30430
First edition
Human resource management —
Recruitment metrics cluster
PROOF/ÉPREUVE
Reference number
ISO/TS 30430:2021(E)
ISO 2021
---------------------- Page: 1 ----------------------
ISO/TS 30430:2021(E)
COPYRIGHT PROTECTED DOCUMENT
© ISO 2021

All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may

be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photocopying, or posting

on the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address

below or ISO’s member body in the country of the requester.
ISO copyright office
CP 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Geneva
Phone: +41 22 749 01 11
Email: copyright@iso.org
Website: www.iso.org
Published in Switzerland
ii PROOF/ÉPREUVE © ISO 2021 – All rights reserved
---------------------- Page: 2 ----------------------
ISO/TS 30430:2021(E)
Contents Page

Foreword ........................................................................................................................................................................................................................................iv

Introduction ..................................................................................................................................................................................................................................v

1 Scope ................................................................................................................................................................................................................................. 1

2 Normative references ...................................................................................................................................................................................... 1

3 Terms and definitions ..................................................................................................................................................................................... 1

4 Number of qualified candidates per position......................................................................................................................... 1

4.1 General ........................................................................................................................................................................................................... 1

4.2 Purpose .......................................................................................................................................................................................................... 1

4.3 Formula ......................................................................................................................................................................................................... 1

4.4 How to use .................................................................................................................................................................................................. 2

4.5 Intended users ......................................................................................................................................................................................... 2

4.6 Contextual factors ................................................................................................................................................................................. 3

4.7 Predictive factors .................................................................................................................................................................................. 3

5 Average length of time to fill a vacancy ......................................................................................................................................... 4

5.1 General ........................................................................................................................................................................................................... 4

5.2 Purpose .......................................................................................................................................................................................................... 4

5.3 Formula ......................................................................................................................................................................................................... 4

5.4 How to use .................................................................................................................................................................................................. 5

5.5 Intended users ......................................................................................................................................................................................... 5

5.6 Contextual factors ................................................................................................................................................................................. 6

5.7 Predictive factors .................................................................................................................................................................................. 6

6 Additional metrics offering greater insight into average time to fill .............................................................7

6.1 General ........................................................................................................................................................................................................... 7

6.2 Average known vacancy to staffing requisition metric ........................................................................................ 7

6.3 Average known vacancy to candidates acceptance of job offer metric .................................................. 7

6.4 Cessation of employment to successful candidate start date metric ....................................................... 7

6.5 Time from cessation of employment to new employee onboarding finish date ............................ 7

6.6 Intended users for additional metrics ............................................................................................................................... 8

Bibliography ................................................................................................................................................................................................................................ 9

© ISO 2021 – All rights reserved PROOF/ÉPREUVE iii
---------------------- Page: 3 ----------------------
ISO/TS 30430:2021(E)
Foreword

ISO (the International Organization for Standardization) is a worldwide federation of national standards

bodies (ISO member bodies). The work of preparing International Standards is normally carried out

through ISO technical committees. Each member body interested in a subject for which a technical

committee has been established has the right to be represented on that committee. International

organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.

ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of

electrotechnical standardization.

The procedures used to develop this document and those intended for its further maintenance are

described in the ISO/IEC Directives, Part 1. In particular, the different approval criteria needed for the

different types of ISO documents should be noted. This document was drafted in accordance with the

editorial rules of the ISO/IEC Directives, Part 2 (see www .iso .org/ directives).

Attention is drawn to the possibility that some of the elements of this document may be the subject of

patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of

any patent rights identified during the development of the document will be in the Introduction and/or

on the ISO list of patent declarations received (see www .iso .org/ patents).

Any trade name used in this document is information given for the convenience of users and does not

constitute an endorsement.

For an explanation of the voluntary nature of standards, the meaning of ISO specific terms and

expressions related to conformity assessment, as well as information about ISO's adherence to the

World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT), see www .iso .org/

iso/ foreword .html.

This document was prepared by Technical Committee ISO/TC 260, Human resource management.

Any feedback or questions on this document should be directed to the user’s national standards body. A

complete listing of these bodies can be found at www .iso .org/ members .html.
iv PROOF/ÉPREUVE © ISO 2021 – All rights reserved
---------------------- Page: 4 ----------------------
ISO/TS 30430:2021(E)
Introduction

ISO 30414 highlights guidelines on the following core human capital reporting (HCR) areas:

— compliance and ethics;
— costs;
— diversity;
— leadership;
— organizational culture;
— organizational health, safety and well-being;
— productivity;
— recruitment, mobility and turnover;
— skills and capabilities;
— succession planning;
— workforce availability.

ISO 30414:2018, 4.7.9, describes the importance of recruitment metrics associated with workforce in

organizations.

The following metrics are recommended for internal reporting by large organizations (unless otherwise

stated):
— number of qualified candidates per position;
— quality per hire.
This document describes the following components for each of the above metrics:
— description;
— purpose;
— formula;
— how to use;
— intended user(s);
— contextual factors;
— predictive factors.
© ISO 2021 – All rights reserved PROOF/ÉPREUVE v
---------------------- Page: 5 ----------------------
TECHNICAL SPECIFICATION ISO/TS 30430:2021(E)
Human resource management — Recruitment metrics
cluster
1 Scope

This document describes the elements of recruitment in the recruitment, mobility and turnover cluster.

This document provides the formulae for comparable measures for internal and external reporting.

This document 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, such as regulators and investors.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
No terms and definitions are listed in this document.

ISO and IEC maintain terminological databases for use in standardization at the following addresses:

— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at http:// www .electropedia .org/
4 Number of qualified candidates per position
4.1 General

ISO 30414 defines this metric as the number of applicants that meet the requirements of the job among

all persons who applied for the job.
4.2 Purpose

This area describes the long-term ability to maintain or support an activity or process and adequate

workforce over the longer term. This area concentrates on the whole process of maintaining a

sustainable workforce, from recruitment.
4.3 Formula

For the purposes of this metric it is assumed that the number of qualified candidates refers to the

number of qualified candidates applying to the number of vacant, advertised positions through the

measurement period. The calculation of the number of qualified candidates per position should be

consistent over time and may align with the financial year, the annual budgeting cycle or both. The

point in time for calculation is at the end of each measurement period, such as the end of month one, the

end of quarter two or the end-of-year totals.

Once established, the reporting should include the comparison of previous periods with the current

period and past years with the current year. Three-to-five years is a typical comparison period. This

measurement period will allow for trends to be established and further allow an organization to better

manage expectations and outcomes by establishing targets for future comparison.
© ISO 2021 – All rights reserved PROOF/ÉPREUVE 1
---------------------- Page: 6 ----------------------
ISO/TS 30430:2021(E)

If, for any reason, an organization decides on another measurement point, utilization of the preferred

measurement point should be consistent and articulated.

Each organization or industry sector should define, document and regularly update the criteria that

determines whether a candidate is qualified for each category or type of position.

The number of qualified candidates per position is calculated by adding all the qualified candidates

who meet the criteria as defined in 4.1 over the measurement period.

Table 1 — Six-month analysis and comparative of number of qualified candidates per position

Number of qualified
6 months to Comparative 2019 as at Comparative 2018 Comparative 2017
candidates per open
30-06-2020 30-06-2019 as at 30-06-2018 as at 30-06-2017
position
Total open positions
300 280 400 200
(TP)
Total candidates (TC) 600 560 600 400
Number of qualified
420 364 440 300
candidates (QC)
Average number of
qualified candidates 1,4 1,3 1,1 1,5
per position (AQC)

The formula for the average number of qualified candidates per open position (AQC) is:

AQC = QC/TP

Table 1 highlights the breakdown of the number of qualified candidates per position and offers a

comparison with the three previous years. Depending on the size and complexity of the organization,

Table 1 can be further expanded to include subsets of each category, such as sales, marketing,

administration or engineering.
Organisations can also find value in the comparison of the total number o
...

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