Welcome to Europe vs USA 2018 HR Benchmark Research

Thank you for participating in our research.
If you would like to participate, please fill out the sign-up form and we will proceed with an e-mail message with brief instructions, short NDA agreement and excel model for data input.
Application deadline: 20th February 2019
 
The data model is broad enough to make meaningful comparisons but not too extensive so that every organization can participate. In case you have a well structured HR reporting, you might need up to 2 hours to provide complete information for this research. We believe this is a good investment of your time and hopefully will not be an impediment for your participation.
 
Objective of this 2018 Research is to provide an actionable benchmarking for strategic Human Resources ("HR") planning and identifying improvement areas, mainly in Recruitment/Talent acquisition department. Other objectives are:
  • Increase transparency by benchmarking main hiring and HR KPI's
  • Get an outside view from other leading companies (Best practice examples)
  • Identify improvement levers for an effective and efficient processes
  • Enable comparisons between industries and European and US companies
  • Get a broad understanding about 2017 and 2018 main HR KPI's and make them available to companies which will participate in this research.
 
All participants which fill out all the data will receive FREE summary report. Summary report will NOT HAVE any specific company related data - only summarized KPI's and conclusions.
 
Additional customized report for each company/organization can be prepared upon request in exchange for a voluntary small fee to support our efforts and administration.
 
We believe benchmarking can be very useful to define areas of improvement and gain better understanding of current best practices.
We want to make this research available to every organization which will participate and add value to this project. 
In case you might have second thoughts, think of all the arguments and data you will gain from this research which can help you to improve your HR strategy, improve your budgets, compare your organization with peers, industry leaders and overall market. 
Thank you all for you time and willingness to contribute to better understanding of HR and hiring practices.
 
Sincerely,
Vladimir Benic,
Founder at CareerCentar.com
vlado@careercentar.com

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* 1. Your contact details (name, position, e-mail, phone number) will only be used for the purposes of this HR research. At any time you can make a request that we delete your data at hello@careercentar.com. Your data will be saved for the period of 12 months as 2019 HR benchmark will take place and you will be invited to participate.

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* 2. SIGN-UP: please provide contact details and basic info about your organization - after you sign-up we will proceed with e-mail message, excel model, NDA agreement and brief instructions.

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The data you will need to prepare to fill out this benchmark:
1. Number of FTE (full-time equivalent employees) at Dec 31 2016, Dec 31 2017 and Dec 31 2018 for domestic market and FTE's abroad (if you have international operations)
2. Number of Headcount employees at Dec 31 2016, Dec 31 2017 and Dec 31 2018 by internal headcount, and external workforce (all other outsourced employees), by domestic and international markets.
3. Total compensation costs (salaries, bonuses, benefits and perks) for 2017, 2018, for domestic and international markets (sum of) for internal headcount and external workforce.
4. New hires: Total number of headcount employees hired internally and externally for 2017, 2018 for domestic and international markets.
5. New hires: Total number of headcount employees hired internally and externally for 2017, 2018 for domestic and international markets breakdown for: entry level, expert positions, management positions, external workforce, all other.
6. Turnover: Total number of employees which voluntarily left your organization - employee ended the contract, for 2017, 2018 for domestic and international markets
7. Turnover: Total number of employees which involuntarily left your organization - the organization ended the contract, for 2017, 2018 for domestic and international markets
8. Total number of job candidates which applied at positions you were hiring in 2017, 2018.
9. Total CV's (candidates) which qualified for second phase of the hiring process in 2017, 2018.
10. Total number of candidates phone/skype interviewed in 2017, 2018.
11. Total number of job candidates tested for positions you were hiring in 2017, 2018
12. Total number of job candidates interviewed for positions you were hiring in 2017, 2018
13. Total onboarding expenses (if applicable) for 2017, 2018
14. Total training expenses in 2017, 2018 in USD or EUR
15. Turnover: Separations Within First Year of Employment for 2017, 2018
16. Number of FTE's in Human Resources department for 2017, 2018 for domestic and international markets
17. Headcount of employees in Human Resources department for 2017, 2018 for domestic and international markets
18. Compensation cost of employees in Human Resources department for 2017, 2018 for domestic and international markets
19. Headcount of employees in Recruitment or Talent acquisition department for 2017, 2018 for domestic and international markets
20. Compensation cost of employees in Recruitment for 2017, 2018 for domestic and international markets
21. Average Time-to-hire for 2017, 2018 in days (number of days needed from start sourcing (or post a job ad) until job candidate accepts the offer.
22. Cost-per-hire in USD or EUR - average cost of 1 new hire - calculate: total expenses in 1 year for job ads (job boards), testing of candidates, software (tools) expenses which you use for recruitment, salaries of employees working in recruitment, interview costs (time spent on interviews), agency costs (e.g. headhunting), and divide that costs with total number of new hires in same year; for 2017, 2018., for domestic and international markets.
23. Revenues for 2017 and 2018 in USD or EUR, for domestic market and international revenues (revenues generated from other markets)
24. Sourcing channels: how many job applications you received in total in 2017, 2018 from the following channels:
- job boards (job ads)
- own career site
- linkedin
- facebook
- twitter
- refferals
- open applications
- other
25. Which areas you find most important to improve in 2019 to be more efficient in the hiring process (rank from 1 to 12):
- lower time-to-hire
- lower cost-per-hire
- improve assessment process
- improve employer branding strategy
- increase employee engagement
- attract more job applicants
- lower turnover rates
- start measuring HR KPI's

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