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Yield Ratio: Recruitment Strategies

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4.1. Recruitment Yield Ratio: Recruitment yield measures the success of recruitment strategies. Recruitment yield ratios refer to, for example, the ratio of candidates’ resumes forwarded by the recruitment agency to those then shortlisted for interview those interviewed to offered, those offered to placed, across a business over time.
4.2. Profiling Candidates
Profiling is the process of finding resumes within the recruitment process. Recruiters, both third party and corporate, need to find qualified candidates for their open job orders, oftentimes with very unique or niche work experience. Sourcing refers to the initial part of recruiting (actually finding the candidates through a variety of methods.) Some recruiters perform the sourcing function …show more content…

Recruitment policies
1) In A&B technology services they are two types of recruitment process internal and external.
2) In the company, two times they took to computing requirement
• General Requirement
• Urgent Requirement
4.4. Method of Calculating Yield Ratio:

The technique adopted here is a “Simple Percentage Method”. It refers to where the values are converted into percentage (taking a part in100 percentage) for better understanding of the collected data. It is used in analyzing many attitude questionnaires. It acts as a basis for predicting roughly what percentage of individuals in a second sample might express a particular attitude.
Points to note:
• Cost of the source
• Volume of candidates
• Future Trends
• Time of …show more content…

NR-Not Ready To Relocate
If the requirement is in Bangalore and the candidates from another place, then he is not ready to relocate to Bangalore.
L2-Level 2
After candidate selected in first level interview recruiter has to schedule for the second level which is web discussion in Google hangouts.
NI-Not Interested
At the flow of the recruitment process many candidates are not interested.
In the first cluster GSM(Global System For Mobile) Testing, the recruiters source 47 resumes and after scrutinizing as per the job description, the recruiters shortlisted 32 resumes which were shared with the technical team.
The technical team again screen the resumes and further shortlisted 20 resumes for the interview. The recruiter scheduled the interview as per the convenience of the interviewers and interviewees. 8 members of 20 candidates cleared the 1st round of interview (telephonic) excluding 2 candidates who were not ready for relocation.
Next level of interview is web discussion/ f2f. The candidates from the same place was asked to appear for f2f interview and other were examined though web. 5 candidates got selected.1 candidate was not interested. The process could follow for the other clusters

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