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project4

The project analyzed the hiring process within a company, focusing on gender distribution, salary analysis, departmental composition, and position tiers to uncover hiring patterns and organizational dynamics. Using Microsoft Excel 2022, various analytical techniques were employed to derive insights that inform recruitment strategies and workforce planning. The findings highlighted trends in hiring frequency, compensation disparities, and demographic shifts, leading to actionable recommendations for optimizing recruitment practices.

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shraddhajinendra
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6 views7 pages

project4

The project analyzed the hiring process within a company, focusing on gender distribution, salary analysis, departmental composition, and position tiers to uncover hiring patterns and organizational dynamics. Using Microsoft Excel 2022, various analytical techniques were employed to derive insights that inform recruitment strategies and workforce planning. The findings highlighted trends in hiring frequency, compensation disparities, and demographic shifts, leading to actionable recommendations for optimizing recruitment practices.

Uploaded by

shraddhajinendra
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Project 4: Hiring Process Analytics

Submitted by,
SHRADDHA S J
Project description:
The project was designed to conduct comprehensive data
analytics on the hiring process within a company, with the
primary objective of gaining insights into various aspects such
as gender distribution, salary analysis, departmental
composition, and position tiers. By analysing these factors,
the project aimed to provide valuable insights into hiring
patterns and organizational dynamics.
Approach:
To accomplish the project objectives, a systematic approach
was followed. A dataset containing relevant information on
hires, including gender, salary, department, and position, was
obtained. Microsoft Excel 2022 was selected as the primary
tool for data analysis due to its versatility and robust
capabilities in handling tabular data. Specific techniques such
as pivot tables, charts, and formulas were employed to analyse
the dataset and extract meaningful insights.
Tech stack used: Microsoft excel 2022
Purpose: The decision to use Excel was driven by its
powerful analytical features, including pivot tables, charting
tools, and a wide range of statistical functions. These
capabilities made it easier to analyze and visualize the hiring
data, allowing for detailed insights into trends and patterns
within the dataset.
Insight: ● Analysis of gender distribution provided insight.
● Salary analysis revealed.
● Examination of departmental composition highlighted.
Task 1:
Determine the gender distribution of hires. How many males
and females have been hired by the company?

Output:
Task 2:
What is the average salary offered by this company? Use
Excel functions to calculate this.

Output:
Task 3:
Create class intervals for the salaries in the company. This
will help you understand the salary distribution.

Output:
Task 4:
Use a pie chart, bar graph, or any other suitable visualization
to show the proportion of people working in different
departments.

Output:
Null

Task 5:
Use a chart or graph to represent the different position tiers
within the company. This will help you understand the
distribution of positions across different tiers.
Output:
Result:
The project offered a comprehensive analysis of the hiring
process, leading to meaningful insights that deepened our
understanding of how recruitment practices influence broader
organizational dynamics. By leveraging data-driven
methodologies, we were able to examine various aspects of
the hiring pipeline, from candidate selection patterns to
onboarding timelines, providing a clear picture of the current
recruitment framework.
A key area of focus was the analysis of hiring patterns, salary
distribution, and departmental composition. By exploring
these dimensions, the project uncovered trends such as
department-specific hiring frequency, disparities in
compensation across roles, and shifts in workforce
demographics. These insights shed light on potential areas of
improvement and imbalance, enabling a more strategic
approach to workforce planning.
Ultimately, the findings translated into actionable
recommendations aimed at optimizing recruitment strategies.
By aligning hiring practices with organizational goals, the
analysis supports more informed decision-making, fosters
talent acquisition efficiency, and drives sustainable growth.
The project’s outcomes not only enhance recruitment
effectiveness but also contribute to long-term organizational
success.

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