Talent recruitment report -- 2

Executive Job Requisition Report

Measuring Hiring Progress & Recruiter Effort

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1. Report Objective

The purpose of this report is to:
• Provide senior leadership with a clear view of hiring progress
• Measure recruiter effort fairly and objectively
• Differentiate workload complexity from simple requisition volume
• Highlight systemic bottlenecks impacting delivery
• Enable data-driven hiring decisions

This report focuses on outcomes, efficiency, and risk, not activity counts.

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2. Executive Snapshot (One-Page View)

This page is designed for leadership review.

Key Hiring Metrics
• Total Open Job Requisitions
• Filled Requisitions
• On-Hold / Cancelled Requisitions
• Hiring Completion Rate (%)

Time & Efficiency
• Average Time to Shortlist
• Average Time to Hire
• % of Requisitions within SLA
• % of Requisitions exceeding SLA (with reasons)

Risk Indicators
• Requisitions awaiting Hiring Manager feedback
• Requisitions pending budget or approval
• Requisitions stalled in interview stage

Note: This view does not include recruiter names. It is intended for executive oversight.

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3. Recruiter Effort Index (Core Measurement)

Instead of measuring recruiters by number of closed roles, we apply a weighted effort model to reflect true workload and complexity.


Requisition Complexity Weighting
Complexity Factor
Weight
Senior / Executive Role
+3
Niche or Scarce Skillset
+3
Volume Hiring
+2
Site-Based / Remote Location
+1
Urgent / Critical Role
+2
Multiple Stakeholders
+2
Recruiter Effort Score = Sum of Weighted Active Requisitions

This ensures:
• Fair performance measurement
• Accurate capacity planning
• Visibility of high-effort contributions

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4. Recruiter Performance Dashboard

This view supports leadership and People & Culture decision-making.

Per Recruiter Metrics
• Active Requisitions (Weighted)
• Requisitions Closed
• Average Time to Shortlist
• Candidate Submission Rate
• Interview Conversion Rate
• Offer Acceptance Rate

Quality Indicators
• Hiring Manager rejection rate
• Candidate drop-off post-interview
• Offer decline reasons

Low closure numbers do not automatically indicate low performance.
High rejection rates often indicate alignment or feedback gaps rather than sourcing issues.

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5. Bottleneck & Root Cause Analysis

Designed to shift discussions from accountability to resolution.
Bottleneck Area
Impact %
Hiring Manager Feedback Delays
XX%
Budget / Approval Delays
XX%
Assessment / Interview Duration
XX%
Candidate Availability
XX%

This highlights where intervention is required beyond recruitment.

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6. Trend & Capacity View
• Requisitions opened vs closed (monthly / quarterly)
• Time-to-hire trend
• Recruiter workload trend
• Hiring forecast vs recruiter capacity

This view supports forward planning rather than reactive hiring.

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7. Executive Commentary (TA Head Insight)

Short narrative added by the Head of TA:

“While requisition closures remained stable this period, recruiter effort increased due to higher role complexity and senior-level demand. Key delays were driven primarily by hiring manager feedback cycles rather than sourcing efficiency.”

This contextualizes performance for leadership.

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8. What This Report Deliberately Excludes
• Number of calls or emails
• CV volume
• ATS transactional data

Executives need decisions and insights, not activity tracking.

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9. Next Step (Optional Enhancements)

This framework can be delivered as:
• Power BI Executive Dashboard
• Excel model with automated weighting
• PPT board-level summary
• Monthly TA performance pack

If you want, I can:
• Build the Effort Scoring formula
• Design the Power BI layout
• Create a 5–7 slide Executive deck
• Align it to ISO / governance standards