Do a Google search for ‘recruiting metrics,’ and you’ll locate dozens. Some are easier to acquire than others, and some are extra meaningful than others. Also, some arise at some point of the hiring technique, some afterwards. Here’s the various most significant:
Source – Which sourcing systems are sending you the maximum qualified applicants? Job forums (e.G., Indeed, LinkedIn), the company careers page, employee referrals, 1/3-birthday celebration recruiters, et cetera.
Time-to-fill – How long it takes to fill a position. This one is a bit difficult because time-to-fill isn’t an enterprise-preferred dimension. It ends whilst a candidate accepts a function. But while do you begin the clock? When a hiring supervisor submits a requisition? When the requisition gets approval? When the task ad is going stay?
Time-to-rent – How long it takes a candidate to transport through your hiring process. Often used interchangeably with time-to-fill, however it’s a exceptional metric. This one focuses on the candidate’s time.
Diversity – The diversity of your candidate pools.
Cost-in step with-lease – What you spend on a rent.
Quality of lease – How nicely your hires are working out (i.E., where the rubber meets the street). This one takes place after the hiring process and might contain things like performance opinions, surveys, 360-degree opinions (employees and executives), and historical employment information (e.G., how many applicants quit of their first yr).
Conversion costs – The percentage of applicants that progress from one degree of the hiring procedure to the subsequent. Application to screening to interview to check task to offer to recognition.
Candidate enjoy – How applicants perceive your hiring procedure common.
How many jobs do you have got open, how long have they been open, and how many applicants have they attracted? Which sourcing platforms have become you the maximum certified applicants? How are each of your places of work’ hiring efforts going?
These are the varieties of questions you could answer if you have a fowl’s-eye view of your talent pipeline new data. Your hiring group can view metrics filtered through vicinity, department, or revel in levels. You can music ancient facts inclusive of overall candidates as opposed to overall hires, jobs brought versus job eliminated, and average time-to-fill. You can watch the trends and alter your strategy for that reason (e.G., awareness greater on the a hit inbound sources).
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