Human Resource Technology and HRMS

Toll Gate- 2
Ans- 1) Key Result Indicators (KRIs) for Talent Acquisition Strategy:
 Time-to-Fill (TTF): This KRI measures the average time taken to fill open
positions from the initial job posting to the final offer acceptance. A
shorter TTF indicates efficient recruitment processes and responsiveness
to staffing needs.
 Offer Acceptance Rate: This KRI tracks the percentage of job offers
extended by GlobalMart that are accepted by candidates. A high offer
acceptance rate signifies the attractiveness of the company as an
employer and the effectiveness of its recruitment efforts in attracting
top talent.
 Quality of Hire: Quality of Hire assesses the performance and retention
of new hires over time. This KRI can be measured through various
indicators such as performance evaluations, employee feedback, and
tenure. A higher quality of hire indicates successful recruitment practices
in selecting candidates who are a good fit for the organization and
contribute positively to its objectives.

Ans- 2) Key Performance Indicators (KPIs) for Talent Acquisition Team:

 Sourcing Channel Effectiveness: This KPI evaluates the performance
of different recruitment channels (e.g., job boards, employee
referrals, social media) in generating qualified candidates. It provides
insights into which channels yield the highest-quality candidates and
the return on investment for each sourcing method.

 Candidate Experience Satisfaction: This KPI measures the satisfaction

levels of candidates with the recruitment process, including aspects
such as communication, transparency, and professionalism. A
positive candidate experience enhances employer branding and
contributes to attracting and retaining top talent.

 Recruitment Cost per Hire: This KPI calculates the total cost incurred
by GlobalMart to recruit and on board new employees, divided by
 the number of hires. It helps in assessing the efficiency of recruitment
processes and optimizing resource allocation to minimize costs while
maximizing the quality of hires.

Ans- 3) Rationale for Selected KRIs and KPIs:

 Time-to-Fill (TTF): Given the competitive nature of the retail industry and
the need for timely staffing to meet customer demands, reducing TTF is
crucial for GlobalMart to maintain operational efficiency and customer
satisfaction.
 Offer Acceptance Rate: A high offer acceptance rate indicates that
GlobalMart's recruitment efforts are successfully attracting candidates
who are aligned with the company's culture, values, and career
opportunities, leading to improved retention and productivity.
 Quality of Hire: Focusing on the quality of hire ensures that GlobalMart
selects candidates who not only possess the required skills and
qualifications but also fit well within the organization's culture and
contribute positively to its long-term success.
 Sourcing Channel Effectiveness: By evaluating the effectiveness of
different sourcing channels, GlobalMart can optimize its recruitment
budget and efforts by investing more resources in channels that yield the
best results in terms of candidate quality and quantity.
 Candidate Experience Satisfaction: Prioritizing candidate experience
enhances GlobalMart's employer brand, making it more attractive to top
talent and improving its reputation within the industry, ultimately
leading to a competitive advantage in recruiting.
 Recruitment Cost per Hire: Monitoring recruitment costs per hire helps
GlobalMart identify areas for cost savings and efficiency improvements
while ensuring that the organization maintains a balance between cost-
effectiveness and hiring quality.
By implementing these KRIs and KPIs, GlobalMart can gain valuable insights
into the effectiveness of its talent acquisition processes, identify areas for
improvement, and make data-driven decisions to enhance its overall
recruitment strategy and team performance.