Tracking a target group’s headcount alone doesn’t tell you whether your hiring process is converting fairly, you need to compare it against that group’s share of applicants first. Here’s that conversion ratio, using a widely-used screening heuristic to give the number some context.
This tool compares a target group’s share of hires to its share of applicants. A ratio at or above 0.8 broadly aligns with the “four-fifths rule,” a common, though informal and not India-statutory, heuristic used to flag when a screening process may be having a disproportionate effect on one group. It’s deliberately left generic on which group you’re tracking, gender, a specific community, disability status, or any other dimension your organization measures, since that’s a choice for your own diversity strategy, not something this tool assumes.
It flags a gap worth investigating, not a conclusion about cause. The right next step is usually to look at where in the funnel the target group’s conversion drops most, sourcing, screening, interviews, or offer stage, rather than assuming one explanation.
Break down your Recruitment Funnel Calculator results by the same target group to see exactly which stage is driving the gap.
No, unlike some jurisdictions, India doesn’t have a statutory adverse-impact testing requirement tied to this specific ratio, it’s used here purely as a voluntary internal diagnostic.
Small applicant pools produce noisy ratios quarter to quarter, so look at trends over several hiring cycles rather than reacting to any single period’s number.
It can, different sourcing channels reach different applicant pools, our Sourcing Channel ROI Calculator is worth cross-checking if one channel is skewing your applicant mix.
Yes, hiring ratios are a useful input when setting future targets, our Headcount Planning Calculator can incorporate that thinking into your broader hiring plan.