which of the following information can be derived from the 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
The selection ratio can provide information regarding the number of applicants versus the number of people hired. It indicates the competitiveness of the hiring process and gives insight into the likelihood of being hired. However, it does not directly provide information about the number of qualified applicants for a position, the turnover rate of hires (internal or external), or the cost of recruitment for internal hires.
The selection ratio provides information on the number of applicants versus the number of people hired for a position. It does not directly provide information on the number of qualified applicants for a position or the turnover rate of both internal and external hires. Similarly, it does not provide information on the cost of recruitment for internal hires.
The selection ratio is a metric used to determine the relationship between the number of applicants and the number of positions available for a specific job. It is typically calculated by dividing the number of applicants by the number of positions. The selection ratio can provide you with insights into various aspects of the recruitment and selection process.
Based on the selection ratio, the following information can be derived:
1. The number of qualified applicants for a position: By comparing the number of applicants to the number of positions, you can assess how many applicants meet the basic qualifications or requirements for the job. A higher selection ratio indicates a larger pool of applicants from which to select qualified candidates.
2. The number of applicants versus the number of people hired: The selection ratio gives you a ratio of applicants to positions. By looking at this ratio, you can determine the level of competition for a specific job. A higher selection ratio implies more applicants for fewer positions, indicating a more competitive selection process.
3. The turnover rate of both internal and external hires: While the selection ratio alone does not directly provide information about turnover, it can indirectly affect it. A high selection ratio, indicating a larger pool of applicants, often leads to a more rigorous selection process. This, in turn, can result in better fit and less turnover among hires.
4. The cost of recruitment for internal hires: The selection ratio can be used to compare the recruitment costs for internal hires. If you know the costs associated with sourcing, screening, and selecting internal candidates, you can use the selection ratio to assess the efficiency of the internal recruitment process. A lower selection ratio suggests that fewer applicants are needed to fill internal positions, potentially reducing recruitment costs.
It's important to note that while the selection ratio provides valuable insights, it should be considered alongside other factors and metrics to gain a comprehensive understanding of the recruitment and selection process.