The selection ratio provides insights into the effectiveness of the hiring process and the competitiveness of a job position. It can reveal the number of qualified applicants for a position, which indicates the availability of talent for a specific job. A low selection ratio suggests a high level of competition, whereas a high selection ratio suggests a relatively less competitive job market.
Additionally, the selection ratio can help evaluate the efficiency of the recruitment process by comparing the number of applicants to the number of people hired. A high selection ratio (a large number of applicants relative to the number hired) may indicate a need to improve the screening methods or attract better-qualified candidates.
Furthermore, the selection ratio can provide information on the turnover rate of both internal and external hires. If the selection ratio for external hires is much higher than that for internal hires, it could signify a higher turnover rate among external hires or a preference for internal mobility within the organization.
Lastly, the selection ratio can indirectly help assess the cost of recruitment for internal hires. If the selection ratio for internal hires is significantly lower than that for external hires, it suggests that the cost of recruitment for internal hires might be relatively lower since fewer applicants need to be screened and selected.
what information can be derived form a selection ratio
the number of qualified applicants for a position
the number of applicants versus the number of people hired
the turnover rate of both internal and external hires
the cost of recruitment for internal hires
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