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A Study on Predictive Analytics at Sapphire Software Solutions

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© 2022 IJRAR October 2022, Volume 9, Issue 4 www.ijrar.org (E-ISSN 2348-1269, P- ISSN 2349-5138)

“A Study on Predictive Analytics at Sapphire

Software Solutions”
1
Ms. K. Shivani, 2 Dr. P. Vamsi Krishna,
1
Student, 2 Asst. Professor,
1
School of Management,
1
Malla Reddy University, Hyderabad, India
Abstract

Recruitment analytics is the discovery and interpretation of meaningful patterns for sourcing, selecting, and hiring. Ceipal Portal is an
ATS (Application Tracking System) portal, used for tracking an applicant profile/resume for the purpose of job requirements. This
paper highlights the time series forecasting analysis as a predictive tool for the recruiting metrics of the organization.
Keywords: Ceipal Portal, Recruitment Analytics, Sapphire Software Solutions, Forecasting analytics

I. INTRODUCTION
The time series forecasting analytics is performed for each metric in order to know the future predictions of the organization so that
the organization check perform based of the future prediction. Time series forecasting occurs when you make scientific predictions
based on historical time stamped data. An important distinction in forecasting is that at the time of the work, the future outcome is
completely unavailable and can only be estimated through careful analysis and evidence-based priors. It involves building models
through historical analysis and using them to make observations and drive future strategic decision-making. Time collection forecasting
is the manner of reading time collection records using facts and modelling to make predictions and tell strategic choice-making.Time
collection analysis suggests how statistics modifications over time, and suitable forecasting can discover the route in which the statistics
is changing.

II. Review of Literature

Table 1
Sno Author Name Theme
1 P.VamsiKrishna& HR Metrics regarding the usage of Ceipal Portal
Shivani(2022)
1 Ben-Gal(2018) The application of sophisticated data mining and
business analytics techniques to the field of HR
2 Kiran et al (2018) HR Analytics means providing a data driven
framework for solving business problems using
existing information to drive new insights.
3 Opatha(2020) Forecasting: Meet their organisational needs
4 Gurusinghe et al.(2019). Rapid digital transformation has increased the
requirement of HR analytics solutions and services
5 Jabir et al. (2019) Major outcome is to answer the questions of “what
will happen?” or “why will it happen?

III. Research Gap/Need for the study:

Ceipal portal is mainly used to source a candidate from anywhere of the world, it is a cloud-based portal where a recruiter can source
easily their required candidate from all over world for their clients. Here, the study is regarding the predicting the recruitment costs
which signifies internal cost per hire, external cost per hire and cost per hire of a company based on the past five years data and also
their offer acceptance rate, HR head count rate will analysed and the data is forecasted with the time series analysis for the future
prediction of recruiting metrics of the company.

IV. Objectives of the Study

 To study time series data analysis of recruitment metrics of the organization and predicting the future analysis.


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V. Scope of the Study

The scope of the research is to understand the forecasting analysis of recruiting metrics only of the company.

VI. Research Methodology

The secondary data was collected through company records, books and journals.

VII. Observations : Time series forecasting analysis

Recruitment Analytics:

Year Internal Cost per Hire External Cost per Hire Cost per Hire

2017 20000 10000 1500

2018 25000 15000 1600

Table.2 2019 30000 20000 1666.6

2020 45000 30000 1875

2021 50000 50000 2000 Table 3 :

Internal cost per hire
Internal Lower Confidence Upper Confidence
Cost per Forecast(Internal Bound(Internal Cost per Bound(Internal Cost per
Year Hire Cost per Hire) Hire) Hire)
2017 20000
2018 25000
2019 30000
2020 45000
2021 50000 50000 50000.00 50000.00
2022 58945.5853 52823.51 65067.66
2023 67081.46626 60769.48 73393.45

80000

70000

60000

50000

40000

30000

20000

10000

0
2017 2018 2019 2020 2021 2022 2023
Internal Cost per Hire Forecast(Internal Cost per Hire)
Lower Confidence Bound(Internal Cost per Hire) Upper Confidence Bound(Internal Cost per Hire)

Fig 1 : Internal cost per hire

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Table 4 : External cost per hire

External
Cost per Forecast(External Lower Confidence Upper Confidence
Year Hire Cost per Hire) Bound(External Cost per Hire) Bound(External Cost per Hire)
2017 10000
2018 15000
2019 20000
2020 30000
2021 50000 50000 50000.00 50000.00
2022 55710.92868 44622.79 66799.07
2023 65596.35976 53194.48 77998.24

100000
80000
60000
40000
20000
0
2017 2018 2019 2020 2021 2022 2023

External Cost per Hire

Forecast(External Cost per Hire)
Lower Confidence Bound(External Cost per Hire)
Upper Confidence Bound(External Cost per Hire)

Fig 2 : External cost per hire

Table 5 : Cost per hire

Cost
per Forecast(Cost per Lower Confidence Bound(Cost Upper Confidence Bound(Cost
Year Hire Hire) per Hire) per Hire)
2017 1500
2018 1600
2019 1666.6
2020 1875
2021 2000 2000 2000.00 2000.00
2022 2126.550013 2045.33 2207.77
2023 2256.751607 2173.01 2340.49
Fig 3: Cost per hire

2500

2000

1500

1000

500
Cost per Hire Forecast(Cost per Hire)
0
Lower Confidence Bound(Cost per Hire) Upper Confidence Bound(Cost per Hire)
2017 2018 2019 2020 2021 2022 2023

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 HR Headcount ratio:

Year headcount ratio

2017 8.33
2018 8.33
2019 7.75
2020 8.125
2021 8.16
Table 6: Headcount ratio

Table 7 : HR Headcount ratio

headcount Forecast(headcount Lower Confidence Bound(headcount Upper Confidence Bound(headcount
Year ratio ratio) ratio) ratio)
2017 8.33
2018 8.33
2019 7.75
2020 8.125
2021 8.16 8.16 8.16 8.16
2022 8.098963645 7.65 8.55
2023 8.062501831 7.61 8.52

8.8

8.6

8.4

8.2

7.8

7.6

7.4

7.2

7
2017 headcount
2018 ratio 2019 2020 Forecast(headcount
2021 ratio)
2022 2023
Lower Confidence Bound(headcount ratio) Upper Confidence Bound(headcount ratio)

Fig 3 : HR Head count ratio

 Offer acceptance rate :

Year offer acceptance rate

2017 0.66

2018 0.76

2019 0.67

2020 0.73

2021 0.77
Table 8: Offer acceptance rate

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offer
accepta Forecast(offer Lower Confidence Bound(offer Upper Confidence Bound(offer
Year nce rate acceptance rate) acceptance rate) acceptance rate)
2017 0.66
2018 0.76
2019 0.67
2020 0.73
2021 0.77 0.77 0.77 0.77
2022 0.786662983 0.71 0.86
2023 0.724439783 0.65 0.80
2024 0.805468845 0.73 0.88
2025 0.743245645 0.67 0.82
Table 9: Offer acceptance rate

0.8

0.6

0.4

0.2

0
2017 2018 2019 2020 2021 2022 2023 2024 2025

offer acceptance rate Forecast(offer acceptance rate)

Lower Confidence Bound(offer acceptance rate) Upper Confidence Bound(offer acceptance rate)

Fig 4: Offer acceptance rate

VIII. Findings

1. Internal cost per hire is increasing for the year 2022 and 2023
2. External cost per hire is also increasing for the year 2022 and 2023
3. Cost per hire increases slowly for the year 2022 and 2023
4. Head count ratio is decreasing slowly for the year 2022 and 2023
5. Offer acceptance rate is more fluctuating from 2022 to 2025

IX. Conclusion

Recruiting metrics are measurements that provide insights into the value and effectiveness of your recruiting process. These
measurements capture the time and money spent on specific practices as well as the conversion rates of the various steps of the
recruiting funnel. The implemented analysis of data i.e, the time series of the data according to the forecasting analysis is performed
and the appropriate measures must be followed in order to increase or decrease the rates of the recruiting metrics as per the growth of
the organization ,finally ensuring cost reduction.

X. Bibliography

1.Ben-Gal, H.C. (2018), “An ROI-based review of HR analytics: practical implementation tools”, Personnel Review.
2.Chib, S. (2019), “Monograph on HR reporting using using HR dashboards”, International Journal of Scientific and Research
Publications.
3.Gurusinghe, N, Arachchige, B.J.H. and Dayarathna, D. (2019), Identified Research Gaps in HR Analytics, Conference: Challenges
to Humankind in the Face of New Technologies at Colombo, Sri Lanka.
4.Jabir, B., Falih, N. and Rahmani, K. (2019), “HR analytics a roadmap for decision making: case study”, Indonesian Journal of
Electrical Engineering and Computer Science, Vol. 15, No. 2, pp. 979-990.
5.Jain, A. and Nagar, N. (2015), “An Emerging Trend in Human Resource Management”, SS International Journal of Economics and
Management, Vol. 5, No. 1, pp. 1-10.

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6. Kiran K.S., Sharma, N. and Brijmohan D.R. (2018), “HR analytics: transactional to transformational HR approach”, International
Journal of Advance and Innovative Research, Vol. 5, No. 3, pp. 1-11.
7.Kirtane, A. (2015), “corporate sustainable HR Analytical practices”, Journal of Management & Administration Tomorrow, Vol. 4,
No. 1, pp. 33-40.
8.Lochab, A., Kumar, S. and Tomar, H. (2018), “Impact of Human Resource Analytics on Organizational Performance: A Review of
Literature Using R-Software”, International Journal of Management, Technology And Engineering, Vol. 8, pp. 1252-1261.
9.P.Vamsi Krishna and Shivani (2022), “ A Study on Recruitment Analytics at Sapphire Software Solutions”, International Journal
of Research and Analytical Reviews , September 2022, Volume 9,Issue 3.
10. Uresha, K.I. and Opatha, H.H.D.P.J. (2020), “HRM and its impact on employee happiness: An empirical study on Sri Lankan
employees”, Asian Journal of Social Sciences and Management Studies, Vol. 7, No. 2, pp. 114-123.

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