Applying the HR analytics process

HR Analytics: Exploring Employee Data in R

Ben Teusch

HR Analytics Consultant

Applying the process to recruiting

Quality of hire

What makes one hire better than another?
- retention, or how long the employee stays
- their manager's satisfaction with the hire
- job performance
- the amount of time it takes to become fully productive

names(recruitment)

"attrition"  "performance_rating" "sales_quota_pct"    
"recruiting_source"

Calculating the attrition rate

$$\text{attrition rate} = \frac{\text{attrition}}{\text{headcount}}$$

If $\text{attrition} = 1$ when the employee left, this can be rewritten as:

$$\text{attrition rate} = mean(\text{attrition})$$

Review of tools from dplyr

library(dplyr)

recruitment %>%
  group_by(recruiting_source) %>% 
  summarize(highest_performance = max(performance_rating)) %>%
  arrange(highest_performance)

# A tibble: 4 x 2
  recruiting_source highest_performance
              <chr>               <dbl>
1       Search Firm                   3
2          Referral                   4
3    Applied Online                   5
4            Campus                   5

New tools

recruitment %>% 
  count(recruiting_source)

# A tibble: 4 x 2
  recruiting_source     n
              <chr> <int>
1    Applied Online   130
2            Campus    56
3          Referral    45
4       Search Firm    10

Let's practice!

HR Analytics: Exploring Employee Data in R