Approved Plan
Use the roles and headcount in the current approved plan. Explain any changes before comparing the plan with actual hires.
Recruitment Progress Application
Monitor recruitment progress by comparing staffing requirements, filled positions, and agreed hiring targets. HR can more easily identify which vacancies to prioritize based on unmet needs.
Track Filled Positions and Remaining Recruitment Needs
Candidates who pass selection are not necessarily employees who have started work. Agree on when a role counts as filled so reports are interpreted consistently. Clear records help HR show completed hires, remaining vacancies, and changes to the hiring target.
Filled Positions
Choose a consistent measure of a filled role, such as an employee starting work. Keep this separate from candidates still progressing through recruitment.
Unmet Requirements
Record outstanding requirements by job role, department, or location. This information helps determine priorities for the next phase of recruitment.
Targets and Start Dates
Compare actual start dates with the agreed targets. Explain changes so the team understands the current position.
Distinguish Between Accepted Candidates and Employees Who Have Started
A department needs three employees. Two candidates have accepted the offer, but only one has started work. These statuses must be distinguished so the team does not assume all requirements have been met. HR can then plan follow up actions based on the positions that remain open.
Agree on When a Position Is Considered Filled
Agree on the point at which the company considers a requirement to be fulfilled.
Reconcile with the Latest Data
Check the confirmed headcount, roles, and start dates.
Determine Follow up Actions
Discuss outstanding requirements and any changes in priorities with the department.
Compare Required Headcount with Employees Who Have Joined
Recruitment progress tracking compares hiring results with the number of employees required. The company should agree on when a role counts as filled, for example when the employee starts work. A common definition keeps candidates in selection, accepted offers, and employees who have joined clearly separate. HR and department managers can then identify which roles still need attention.
The number of candidates processed does not show how many staffing needs have been met. HR needs to compare selection results and confirmed starts with the current hiring plan. Before configuring the application, agree on the status used to count a filled role and how to record candidates waiting to start. This avoids presenting recruitment as complete while a department remains short of staff. Target start dates also help the team identify urgent vacancies.
When results differ from the plan, check the reason before deciding what to do next. A role still awaiting a suitable candidate needs a different response from a hire deliberately postponed. Record approved changes so results are not compared with an outdated plan. During the demo, use several roles to discuss the information HR and departments need. The team can then assess remaining vacancies, understand delays, and agree on the next actions.
Identify Why Positions Remain Unfilled
A hiring target might be missed because the role changed or the selected candidate could not start as planned. Show the reason alongside the numbers so the team can respond appropriately. Compare the plan and actual results for the same period when discussing the application. Focus on roles that need attention and the steps the team can take.
Use recruitment progress to decide what happens next, rather than simply flagging open roles. Some hires need to move faster, while others may be postponed as operational plans change. Bring examples to the demo and discuss who updates the records and agrees on priorities. HR and the requesting department can then share a clear view of the remaining requirements and work needed.
You can discuss your recruitment needs with the Sigma Solusi Informatika team. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. The choice depends on your company's workflows and IT policies. Please prepare examples of positions or selection processes for the demo so the discussion aligns with your HR needs. Our team assists with implementation and provides ongoing support after the application is in use.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Recruitment Progress FAQs
What is the difference between recruitment progress and a recruitment report?
Recruitment progress tracking compares filled roles with the hiring plan. A recruitment report also covers applicant numbers, selection stages, and progress across the wider hiring process.
Does an accepted offer count as a completed hire?
Distinguish between candidates who accept an offer and employees who have actually started work. The company determines which status serves as the benchmark for a completed hire and applies it consistently.
What happens if recruitment needs change?
Record approved changes and compare results with the current plan. This makes any difference between planned and actual hiring easier to explain.
How do you review unfilled positions?
Compare active requirements with confirmed placements, then review priorities and process bottlenecks.
Why distinguish the start date from the acceptance date?
A candidate who accepts an offer does not necessarily start work on the same day. Apply the same definition of a completed hire across reports.
What if an accepted candidate decides not to join?
Update the candidate's status and check the remaining requirement so the role is not incorrectly counted as filled.
Discuss Your Recruitment Progress Tracking Needs
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.