Recruitment Statistics Monitoring
Trust Recruitment Statistics Monitoring Monitoring period October 2007– March 2008 Key Findings -
The volume of applications received has increased by 86% since the last reporting period, although the number of advertisements placed has only increased by 19.1%. Therefore more people are submitting applications for the Trust’s vacancies.
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Out of the 1703 applications received, 1539 applications were either unsuccessful or withdrew during the recruitment process. Only 9.6% of the total applications received resulted in appointments.
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96% online applications were received out of the total applications received. This shows a continuing increase in the number of applications submitted online.
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1 in 10.8 applicants were appointed who applied online, compared to 1 in 5 who were offline applicants. This suggests that the quality is better from offline applicants.
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Financial year 2007/08 saw an increase in recruitment advertising spend, compared to the previous financial year.
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The majority of the expenditure occurred in the last 6 months of the financial year, due to advertisements for vacancies within the newly developed Forensic Support Service.
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More applicants are disclosing a disability than in the previous monitoring period. The statistics showed that applicants were more likely to be appointed if they are not disabled.
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More applications are being received from female applicants than male, and more female applicants were appointed.
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Applicants from white ethnic backgrounds are more likely to be short listed and appointed.
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The recruitment activity within this monitoring period attracted more applications from applicants in age groups ’20-29’. However, applicants were more likely to be appointed if they were in age groups ’40-49.
1
Recruitment Activity For the duration of October 2007 to March 2008, 1703 applications were received in total, of which 1638 were online applications and 65 were offline. The current percentage of online applications received is 96%. Total number of advertisements within this period – 81 Total number of applications received within this period – 1703 Total number of applicants short listed for interview – 788 Total number of appointed applicants – 164 Table 1 shows the breakdown of advertisements per service Service West & Chestnut Drive West Drive Chestnut Drive Clinical Governance Community Day Services ELFS Facilities Forensic Support Service HR IT Medical R&D Nurse Bank Total Oct 07- Mar 08 Total Apr 07 – Sept 07
Total adverts 2 8 10 1 13 4 11 8 11 3 2 3 1 4 81 68
Re-advertisements 3
5 3 1 1 1 1
15
Applications received During this monitoring period, 1703 applications were received, compared to 916 applications received in the previous monitoring period. This is an increase of 86%. Out of 1703 of the total applications received, 788 of the applicants were invited to interview. 164 applicants were appointed following an interview.
2
1539 applicants were either unsuitable for or withdrew from the posts they applied for, and only 10% were appointed from the total number of applications received. 1 applicant was short listed to every 2.18 online applications received. In comparison, 1 applicant was short listed to every 1.71 offline applications received. 1 applicant was appointed to every 10.8 online applications received. In comparison, 1 applicant was appointed to every 5 offline application received. From these statistics, it is more likely that an ‘offline’ applicant will be short listed. The proportion of ‘offline’ applicants who are appointed following interview is higher than the number of ‘online’ applicants. Graph 1 shows the number of applications received, short listed and appointments made within the six month monitoring period
3
Recruitment Advertising Costs Graph 2 shows the comparison of spend on recruitment advertising across the last four financial years
There has been an increase in the amount spent on recruitment advertising costs during financial year 2007/08. This can be attributed to the setting up of the Forensic Support Service, which accounted for the majority of the expenditure within this financial year. Graph 3 shows the comparison of spend on recruitment advertising for each monitoring period across the last four financial years.
During the financial year 2007/08, the majority of the advertising costs occurred during the six month monitoring period from October 2007 to March 2008.
4
Temporary Staffing Graph 4 shows expenditure on temporary staffing within clinical areas across two financial years.
With effective from September 2007, shifts would not be covered by overtime. Therefore in future reports, this would not factor in the expenditure on temporary staffing. The cost of using an agency has reduced in financial year 07/08, as the cost of using Nurse Bank has increased.
5
Statistics Disability Table 2 shows a breakdown of the applications received, applicants short listed and applicants appointed according to disability. Total Applicants Disabled Applications received Short listed applicants Appointed applicants % of applicants
Not Disabled
Undisclosed
1703
61
1627
15
788
33
746
9
164
4 3.58%
156 95.54%
4 0.88%
3.58% of applicants disclosed that they have a disability on applications received within this monitoring period, compared to 3.17% in the previous monitoring period. Therefore there has been an increase in the percentage of applicants who have declared they have disability on their application form. 0.88% of applicants chose not to disclose whether they had a disability or not on applications received within this monitoring period, compared to 8.19% in the previous monitoring period. Therefore there has been a decrease in the percentage of applicants who chose not to disclose whether they had a disability or not on their application form. Out of 1703 applications, 61 applicants declared they had a disability and 33 of those were short listed for interview. 4 disabled applicants were appointed within this monitoring period. Of those applicants who stated they did not have a disability (1627), 746 candidates were short listed, of which 156 were appointed. The statistics show that for every 10 ‘not disabled’ applications received, 1 applicant was successful. In comparison, for every 15 ‘disabled’ applications received, 1 applicant was successful. Therefore applicants are more likely to be successful if they are ‘not disabled’.
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Graph 2 shows a breakdown of the applications received, applicants short listed and applicants appointed according to disability.
Graph 2 illustrates that a low proportion of applications are being received by applicants with a disability compared to those who do not have a disability. However the number of applicants with a disability who were short listed is proportionate to the number of applicants without a disability who were short listed. Gender Graph 3 shows a breakdown of the applications received, applicants short listed and applicants appointed according to gender.
Out of 1703 applications received, a higher percentage was received from female applicants (64%) than male applicants (35.7%). The ratio of female applications to male applications is 1:1.79 The ratio of female applicants short listed to male applicants is 1:2.19 The ratio of female applicants appointed to male applicants is 1:2.9
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Ethnicity Table 3 Applications received Short listed applicants Appointed applicants
WHITE ASIAN MIXED BLACK OTHER 1269 219 18 167 30 625 55 8 88 12 141 6 1 11 5
Although a higher number of applications were received from applicants from a ‘white’ ethnic background, applications were received from a diverse pool of applicants from other ethnic backgrounds. For every 2.03 applications received from an applicant from a white ethnic background, 1 applicant was short listed. For every 2.66 applications received from applicants within the other ethnic background categories, 1 applicant was short listed. Therefore applicants are more likely to be short listed if they are from a white ethnic background. For every 4.4 short listed applications from the white ethnic background, 1 applicant was appointed. For every 7.08 short listed applications from applicants within the other ethnic background categories, 1 applicant was appointed. Therefore applicants are more likely to be appointed if they are from a white ethnic background. Age Table 4 Total Applications received Short listed applicants Appointed applicants
1703 788 164
16-19 20-29 30-39 40-49 50-59 60-69 40 15 4
640 269 52
461 216 42
419 217 56
131 65 10
12 6 0
Although the majority of applications are being received from applicants in age range ‘20-29’, applications are being received from a diverse pool of applicants. The highest number of applications received was from applicants in age range ‘20-29’. The lowest number of applications received was from applicants in age range ’60-69’. 8
Religion & Belief Table 5
Applications received
Atheism 107
Buddhism 6
Christianity Hinduism 1009 16
Islam 168
Jainism Judaism 1 2
Sikhism Other 8 386
Short listed applicants
53
3
480
1
49
1
0
0
201
Appointed applicants
14
1
95
0
6
0
0
0
48
Although the majority of applications are being received from applicants whose religion/belief is ‘Christianity’, applications are being received from applicants from all other religion/beliefs categories. No applicants were appointed whose religion/belief was either ‘Hinduism’, ‘Judaism’, or ‘Sikhism’.
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Sexual Orientation Table 6 Lesbian
Gay
Bisexual
Heterosexual Undisclosed
Applications received
9
33
16
1406
239
Short listed applicants
2
16
3
659
108
Appointed applicants
1
2
2
134
25
Applications are being received from a diverse pool of applicants in relation to their sexual orientation. A higher number of applications were received from applicants whose sexual orientation was ‘Heterosexual’.
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The volume of applications received has increased by 86% since the last reporting period, although the number of advertisements placed has only increased by 19.1%. Therefore more people are submitting applications for the Trust’s vacancies.
-
Out of the 1703 applications received, 1539 applications were either unsuccessful or withdrew during the recruitment process. Only 9.6% of the total applications received resulted in appointments.
-
96% online applications were received out of the total applications received. This shows a continuing increase in the number of applications submitted online.
-
1 in 10.8 applicants were appointed who applied online, compared to 1 in 5 who were offline applicants. This suggests that the quality is better from offline applicants.
-
Financial year 2007/08 saw an increase in recruitment advertising spend, compared to the previous financial year.
-
The majority of the expenditure occurred in the last 6 months of the financial year, due to advertisements for vacancies within the newly developed Forensic Support Service.
-
More applicants are disclosing a disability than in the previous monitoring period. The statistics showed that applicants were more likely to be appointed if they are not disabled.
-
More applications are being received from female applicants than male, and more female applicants were appointed.
-
Applicants from white ethnic backgrounds are more likely to be short listed and appointed.
-
The recruitment activity within this monitoring period attracted more applications from applicants in age groups ’20-29’. However, applicants were more likely to be appointed if they were in age groups ’40-49.
1
Recruitment Activity For the duration of October 2007 to March 2008, 1703 applications were received in total, of which 1638 were online applications and 65 were offline. The current percentage of online applications received is 96%. Total number of advertisements within this period – 81 Total number of applications received within this period – 1703 Total number of applicants short listed for interview – 788 Total number of appointed applicants – 164 Table 1 shows the breakdown of advertisements per service Service West & Chestnut Drive West Drive Chestnut Drive Clinical Governance Community Day Services ELFS Facilities Forensic Support Service HR IT Medical R&D Nurse Bank Total Oct 07- Mar 08 Total Apr 07 – Sept 07
Total adverts 2 8 10 1 13 4 11 8 11 3 2 3 1 4 81 68
Re-advertisements 3
5 3 1 1 1 1
15
Applications received During this monitoring period, 1703 applications were received, compared to 916 applications received in the previous monitoring period. This is an increase of 86%. Out of 1703 of the total applications received, 788 of the applicants were invited to interview. 164 applicants were appointed following an interview.
2
1539 applicants were either unsuitable for or withdrew from the posts they applied for, and only 10% were appointed from the total number of applications received. 1 applicant was short listed to every 2.18 online applications received. In comparison, 1 applicant was short listed to every 1.71 offline applications received. 1 applicant was appointed to every 10.8 online applications received. In comparison, 1 applicant was appointed to every 5 offline application received. From these statistics, it is more likely that an ‘offline’ applicant will be short listed. The proportion of ‘offline’ applicants who are appointed following interview is higher than the number of ‘online’ applicants. Graph 1 shows the number of applications received, short listed and appointments made within the six month monitoring period
3
Recruitment Advertising Costs Graph 2 shows the comparison of spend on recruitment advertising across the last four financial years
There has been an increase in the amount spent on recruitment advertising costs during financial year 2007/08. This can be attributed to the setting up of the Forensic Support Service, which accounted for the majority of the expenditure within this financial year. Graph 3 shows the comparison of spend on recruitment advertising for each monitoring period across the last four financial years.
During the financial year 2007/08, the majority of the advertising costs occurred during the six month monitoring period from October 2007 to March 2008.
4
Temporary Staffing Graph 4 shows expenditure on temporary staffing within clinical areas across two financial years.
With effective from September 2007, shifts would not be covered by overtime. Therefore in future reports, this would not factor in the expenditure on temporary staffing. The cost of using an agency has reduced in financial year 07/08, as the cost of using Nurse Bank has increased.
5
Statistics Disability Table 2 shows a breakdown of the applications received, applicants short listed and applicants appointed according to disability. Total Applicants Disabled Applications received Short listed applicants Appointed applicants % of applicants
Not Disabled
Undisclosed
1703
61
1627
15
788
33
746
9
164
4 3.58%
156 95.54%
4 0.88%
3.58% of applicants disclosed that they have a disability on applications received within this monitoring period, compared to 3.17% in the previous monitoring period. Therefore there has been an increase in the percentage of applicants who have declared they have disability on their application form. 0.88% of applicants chose not to disclose whether they had a disability or not on applications received within this monitoring period, compared to 8.19% in the previous monitoring period. Therefore there has been a decrease in the percentage of applicants who chose not to disclose whether they had a disability or not on their application form. Out of 1703 applications, 61 applicants declared they had a disability and 33 of those were short listed for interview. 4 disabled applicants were appointed within this monitoring period. Of those applicants who stated they did not have a disability (1627), 746 candidates were short listed, of which 156 were appointed. The statistics show that for every 10 ‘not disabled’ applications received, 1 applicant was successful. In comparison, for every 15 ‘disabled’ applications received, 1 applicant was successful. Therefore applicants are more likely to be successful if they are ‘not disabled’.
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Graph 2 shows a breakdown of the applications received, applicants short listed and applicants appointed according to disability.
Graph 2 illustrates that a low proportion of applications are being received by applicants with a disability compared to those who do not have a disability. However the number of applicants with a disability who were short listed is proportionate to the number of applicants without a disability who were short listed. Gender Graph 3 shows a breakdown of the applications received, applicants short listed and applicants appointed according to gender.
Out of 1703 applications received, a higher percentage was received from female applicants (64%) than male applicants (35.7%). The ratio of female applications to male applications is 1:1.79 The ratio of female applicants short listed to male applicants is 1:2.19 The ratio of female applicants appointed to male applicants is 1:2.9
7
Ethnicity Table 3 Applications received Short listed applicants Appointed applicants
WHITE ASIAN MIXED BLACK OTHER 1269 219 18 167 30 625 55 8 88 12 141 6 1 11 5
Although a higher number of applications were received from applicants from a ‘white’ ethnic background, applications were received from a diverse pool of applicants from other ethnic backgrounds. For every 2.03 applications received from an applicant from a white ethnic background, 1 applicant was short listed. For every 2.66 applications received from applicants within the other ethnic background categories, 1 applicant was short listed. Therefore applicants are more likely to be short listed if they are from a white ethnic background. For every 4.4 short listed applications from the white ethnic background, 1 applicant was appointed. For every 7.08 short listed applications from applicants within the other ethnic background categories, 1 applicant was appointed. Therefore applicants are more likely to be appointed if they are from a white ethnic background. Age Table 4 Total Applications received Short listed applicants Appointed applicants
1703 788 164
16-19 20-29 30-39 40-49 50-59 60-69 40 15 4
640 269 52
461 216 42
419 217 56
131 65 10
12 6 0
Although the majority of applications are being received from applicants in age range ‘20-29’, applications are being received from a diverse pool of applicants. The highest number of applications received was from applicants in age range ‘20-29’. The lowest number of applications received was from applicants in age range ’60-69’. 8
Religion & Belief Table 5
Applications received
Atheism 107
Buddhism 6
Christianity Hinduism 1009 16
Islam 168
Jainism Judaism 1 2
Sikhism Other 8 386
Short listed applicants
53
3
480
1
49
1
0
0
201
Appointed applicants
14
1
95
0
6
0
0
0
48
Although the majority of applications are being received from applicants whose religion/belief is ‘Christianity’, applications are being received from applicants from all other religion/beliefs categories. No applicants were appointed whose religion/belief was either ‘Hinduism’, ‘Judaism’, or ‘Sikhism’.
9
Sexual Orientation Table 6 Lesbian
Gay
Bisexual
Heterosexual Undisclosed
Applications received
9
33
16
1406
239
Short listed applicants
2
16
3
659
108
Appointed applicants
1
2
2
134
25
Applications are being received from a diverse pool of applicants in relation to their sexual orientation. A higher number of applications were received from applicants whose sexual orientation was ‘Heterosexual’.
10
