ISO/TS 30430:2021

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 mesure pour le recrutement

Le présent document décrit les éléments liés au recrutement des indicateurs relatifs au recrutement, à la mobilité et au renouvellement du personnel (turnover). Il indique des formules permettant de produire des mesures comparables en vue de l’établissement de rapports internes et externes. Le présent document aborde également les questions à prendre en considération lors de l’interprétation des données liées au recrutement, notamment lorsqu’il s’agit de décider des interventions internes appropriées ou d’établir des rapports destinés aux parties prenantes externes (par exemple, les législateurs et les investisseurs).

General Information

• Status: Published
• Publication Date: 29-Apr-2021
• ICS: 03.100.30 - Management of human resources
• Technical Committee: ISO/TC 260 - Human resource management
• Drafting Committee: ISO/TC 260 - Human resource management
• Current Stage: 9060 - Close of review
• Start Date: 02-Dec-2027

Standards Content (Sample)

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 2021
© 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: [phone]
Email: [e-mail]
Website: www.iso.org
Published in Switzerland
ii © ISO 2021 – All rights reserved

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
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

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.
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.
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 of qualified candidates with
the total number of candidates. A high ratio of unsuitable candidates can indicate a need to review the
focus of advertising. A low ratio of suitable candidates can indicate a tightening of the potential talent
pool the organization is sourcing from.
4.4 How to use
The number of qualified candidates per position metric may be used to determine the effectiveness of
attraction strategies, benefits packages on offer and employer-of-choice positioning. This metric may
also be used as an indicator of the varying availability of suitable candidates in the general market. The
number of qualified candidates per position metric is a metric that highlights the need for further root
cause analysis.
4.5 Intended users
The intended users for this metric are:
— internal users
— other human resource service lines;
— executive team;
— line
...

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 2021
© 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: [phone]
Email: [e-mail]
Website: www.iso.org
Published in Switzerland
ii © ISO 2021 – All rights reserved

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
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

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.
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.
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 of qualified candidates with
the total number of candidates. A high ratio of unsuitable candidates can indicate a need to review the
focus of advertising. A low ratio of suitable candidates can indicate a tightening of the potential talent
pool the organization is sourcing from.
4.4 How to use
The number of qualified candidates per position metric may be used to determine the effectiveness of
attraction strategies, benefits packages on offer and employer-of-choice positioning. This metric may
also be used as an indicator of the varying availability of suitable candidates in the general market. The
number of qualified candidates per position metric is a metric that highlights the need for further root
cause analysis.
4.5 Intended users
The intended users for this metric are:
— internal users
— other human resource service lines;
— executive team;
— line
...

SPÉCIFICATION ISO/TS
TECHNIQUE 30430
Première édition
2021-04
Management des ressources
humaines — Indicateurs de mesure
pour le recrutement
Human resource management — Recruitment metrics cluster
Numéro de référence
DOCUMENT PROTÉGÉ PAR COPYRIGHT
© ISO 2021
Tous droits réservés. Sauf prescription différente ou nécessité dans le contexte de sa mise en œuvre, aucune partie de cette
publication ne peut être reproduite ni utilisée sous quelque forme que ce soit et par aucun procédé, électronique ou mécanique,
y compris la photocopie, ou la diffusion sur l’internet ou sur un intranet, sans autorisation écrite préalable. Une autorisation peut
être demandée à l’ISO à l’adresse ci-après ou au comité membre de l’ISO dans le pays du demandeur.
ISO copyright office
Case postale 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Genève
Tél.: [phone]
E-mail: [e-mail]
Web: www.iso.org
Publié en Suisse
ii
Sommaire Page
Avant-propos .iv
Introduction .v
1 Domaine d’application . 1
2 Références normatives .1
3 Termes et définitions . 1
4 Nombre de candidats qualifiés par poste . 1
4.1 Généralités . 1
4.2 Finalité . 1
4.3 Formule . 1
4.4 Utilisation . 2
4.5 Utilisateurs prévus . 2
4.6 Facteurs de contexte . 3
4.7 Facteurs de prédiction . 4
5 Durée moyenne pour pourvoir un poste vacant . 4
5.1 Généralités . 4
5.2 Finalité . 4
5.3 Formule . 5
5.4 Utilisation . 6
5.5 Utilisateurs prévus . 6
5.6 Facteurs de contexte . 6
5.7 Facteurs de prédiction . 7
6 Mesures supplémentaires pour mieux comprendre la durée moyenne pour pouvoir
un poste . 7
6.1 Généralités . 7
6.2 Mesure de la durée moyenne entre la vacance connue d’un poste et la demande de
recrutement . 7
6.3 Mesure de la durée moyenne entre la vacance connue d’un poste et l’acceptation
d’une offre d’emploi par un candidat . 8
6.4 Mesure de la durée entre la cessation d’emploi et la date de prise de poste du
candidat sélectionné . 8
6.5 Durée entre la cessation d’emploi d’un employé et la date de fin de l’intégration
d’un nouvel employé . 8
6.6 Utilisateurs prévus pour les mesures supplémentaires . 8
Bibliographie .10
iii
Avant-propos
L'ISO (Organisation internationale de normalisation) est une fédération mondiale d'organismes
nationaux de normalisation (comités membres de l'ISO). L'élaboration des Normes internationales est
en général confiée aux comités techniques de l'ISO. Chaque comité membre intéressé par une étude
a le droit de faire partie du comité technique créé à cet effet. Les organisations internationales,
gouvernementales et non gouvernementales, en liaison avec l'ISO participent également aux travaux.
L'ISO collabore étroitement avec la Commission électrotechnique internationale (IEC) en ce qui
concerne la normalisation électrotechnique.
Les procédures utilisées pour élaborer le présent document et celles destinées à sa mise à jour sont
décrites dans les Directives ISO/IEC, Partie 1. Il convient, en particulier, de prendre note des différents
critères d'approbation requis pour les différents types de documents ISO. Le présent document a
été rédigé conformément aux règles de rédaction données dans les Directives ISO/IEC, Partie 2 (voir
www.iso.org/directives).
L'attention est attirée sur le fait que certains des éléments du présent document peuvent faire l'objet de
droits de propriété intellectuelle ou de droits analogues. L'ISO ne saurait être tenue pour responsable
de ne pas avoir identifié de tels droits de propriété et averti de leur existence. Les détails concernant
les références aux droits de propriété intellectuelle ou autres droits analogues identifiés lors de
l'élaboration du document sont indiqués dans l'Introduction et/ou dans la liste des déclarations de
brevets reçues par l'ISO (voir www.iso.org/brevets).
Les appellations commerciales éventuellement mentionnées dans le présent document sont données
pour information, par souci de commodité, à l’intention des utilisateurs et ne sauraient constituer un
engagement.
Pour une explication de la nature volontaire des normes, la signification des termes et expressions
spécifiques de l'ISO liés à l'évaluation de la conformité, ou pour toute information au sujet de l'adhésion
de l'ISO aux principes de l’Organisation mondiale du commerce (OMC) concernant les obstacles
techniques au commerce (OTC), voir www.iso.org/avant-propos.
Le présent document a été élaboré par le comité technique ISO/TC 260, Management des ressources
humaines.
Il convient que l’utilisateur adresse tout retour d’information ou toute question concernant le présent
document à l’organisme national de normalisation de son pays. Une liste exhaustive desdits organismes
se trouve à l’adresse www.iso.org/fr/members.html.
iv
Introduction
L’ISO 30414 fournit des lignes directrices concernant les principaux domaines du bilan du capital
humain (BCH) suivants:
— conformité et éthique;
— coûts;
— diversité;
— leadership;
— culture organisationnelle;
— santé, sécurité et bien-être au sein de l’organisation;
— productivité;
— recrutement, mobilité et renouvellement du personnel (turnover);
— compétences et aptitudes;
— planification de la relève;
— disponibilité de la main-d’œuvre.
L’ISO 30414:2018, 4.7.9, décrit l’importance des mesures relatives au recrutement de la main-d’œuvre
au sein des organisations.
Les mesures suivantes sont recommandées pour l’établissement de rapports internes par des
organisations de grande taille (sauf indication contraire):
— nombre de candidats qualifiés par poste;
— qualité par embauche.
Le présent document décrit les composantes suivantes pour chacune des mesures susmentionnées:
— description;
— finalité;
— formule;
— utilisation;
— utilisateurs prévus;
— facteurs de contexte;
— facteurs de prédiction.
v
SPÉCIFICATION TECHNIQUE ISO/TS 30430:2021(F)
Management des ressources humaines — Indicateurs de
mesure pour le recrutement
1 Domaine d’application
Le présent document décrit les éléments liés au recrutement des indicateurs relatifs au recrutement,
à la mobilité et au renouvellement du personnel (turnover). Il indique des formules permettant de
produire des mesures comparables en vue de l’établissement de rapports internes et externes.
Le présent document aborde également les questions à prendre en considération lors de l’interprétation
des données liées au recrutement, notamment lorsqu’il s’agit de décider des interventions internes
appropriées ou d’établir des rapports destinés aux parties prenantes externes (par exemple, les
législateurs et les investisseurs).
2 Références normatives
Le présent document ne contient aucune référence normative.
3 Termes et définitions
Aucun terme n’est défini dans le présent document.
L’ISO et l’IEC tiennent à jour des bases de données terminologiques destinées à être utilisées en
normalisation, consultables aux adresses suivantes:
— ISO Online browsing platform: disponible à l’adresse https:// www .iso .org/ obp
— IEC Electropedia: disponible à l’adresse https:// www .electropedia .org/
4 Nombre de candidats qualifiés par poste
4.1 Généralités
L’ISO 30414 définit cette mesure comme le nombre de postulants répondant aux exigences du poste
parmi toutes les personnes ayant postulé pour ce poste.
4.2 Finalité
Ce domaine décrit l’aptitude, à long terme, à maintenir ou soutenir une activité ou un processus et à
développer une main-d’œuvre adéquate sur le plus long terme. Ce domaine est axé sur l’ensemble du
processus de maintien d’une main-d’œuvre durable, et ce dès le recrutement.
4.3 Formule
Dans le cadre de cette mesure, le nombre de candidats qualifiés fait référence au nombre de candidats
qualifiés postulant au nombre de postes vacants pour lesquels des annonces sont publiées pendant la
période de mesurage. Il convient que le calcul du nombre de candidats qualifiés par poste soit cohérent
dans le temps. Il peut être aligné sur l’année fiscale, le cycle budgétaire annuel ou les deux. Le calcul est
effectué à la fin de chaque période de mesurage (à la fin du premier mois, à la fin du deuxième trimestre
ou à la fin de l’année lors du calcul des totaux).
Une fois établi, il convient que le rapport compare les périodes précédentes à la période actuelle ainsi
que les années passées à l’année en cours. La période de comparaison est en général de trois à cinq ans.
Cette période de mesurage permet aux organisations de déterminer des tendances et de mieux gérer les
attentes et résultats en définissant des objectifs à des fins de comparaisons ultérieures.
Si une organisation choisit un autre point de mesure, pour quelque raison que ce soit, il convient que le
choix du point de mesure privilégié soit cohérent et clairement énoncé.
Il convient que chaque organisation ou secteur industriel définisse, documente et mette régulièrement
à jour les critères déterminant si un candidat est qualifié pour chaque catégorie ou type de poste.
Le nombre de candidats qualifiés par poste est calculé en dénombrant tous les candidats qualifiés
répondant aux critères, définis en 4.1, pendant la période de mesurage.
Tableau 1 — Analyse sur six mois et comparaison du nombre de candidats qualifiés par poste
Nombre de candidats Comp
...