How do you know what’s working for you and what’s not if you don’t measure it?
Recruitment metrics are the key to assessing the performance of your recruitment process. It is extremely important to have measurable recruitment goals and accurate data that tracks your performance and tells you where you stand, especially when you’re trying to make game-changing hires. Having said that, let’s take a look at some very important recruitment metrics and also learn the right ways to measure them.
This metric reveals your hiring speed and boils down to how long a recruiter takes to fill a vacancy from the time a job requisition was ordered. The different variables that feed into this computation range from region and employer brand to skills and talent base.
Technically, the time to fill is the total number of days between advertising a job opening and bringing a candidate onboard. This metric points out productivity of the recruiter and reflects the efficiency of the recruitment process. Digging into this metric will reveal three important things:
Hiring the right candidates is critical to the future success of your company and measuring this metric will prevent you from making mistakes.
The cost per hire measures the average expense incurred on filling a vacancy from sourcing to onboarding. For big businesses, the recruitment cost has a major impact on the bottom line and for a small company; it can make or break the annual budget.
The recruitment metric is directly connected with the time to hire. For instance, the faster a position gets filled; the lower is the cost of talent acquisition.
The candidate quality is measured in terms of percentage of candidates who accepted your offer and those who stayed, divided by 2. The resulting percentage reflects the effectiveness of the recruiting team in terms of high-quality candidates that are loyal.
The quality of hire is the distinction between more candidates and top choice candidates. This recruitment metric reveals if recruiters are wasting their valuable time and effort in search of top talent or actually making optimum utilization of available resources.
The recruitment metric reveals where most of your candidates are coming from – job boards, professional networks, agencies or employee referrals. Applicant tracking software offers a complete breakdown of the number of applications coming from every source including how many candidates where shortlisted, selected, and joined.
This valuable information will help you to maximize your efforts on high-performing sources and shut down the ones that are not delivering desired results. This information also plays a vital role in helping recruiters plan and budget the recruitment process for maximum conversions.
This recruitment metric is a direct comparison between the number of candidates that have been offered a job and the ones who accept the offer. If you offer acceptance rate is low, it is likely that your job offer is not competitive.
Rethink your offer in terms of salary, perks or growth opportunities to keep your candidates from considering your competitors. If your job offers are being rejected due to salary and you are not in a position to compete with a better package, then think of something else like flexible work timings, free food or work from home.
A high attrition rate is an expensive issue because the cost of employee turnover can be as high as 200% in case of a highly skilled professional. If your attrition rate is high, the problem could be a misleading job description or possibly the job role is attracting less committed candidates.
So, if you are constantly hiring not because the company is growing but because your employees are leaving, then you need to asses why and accordingly optimize your hiring processes. Get creative with your job description and lure your potential employees or revamp your onboarding process to ensure a smooth transition.
60% candidates have stated that timely communication during the application process makes a positive impact on their mind and more than 80% candidates say that a single negative experience can change their decision even at the last minute.
So are you ensuring a positive candidate experience throughout your recruitment process? Engaging every candidate and ensuring that they remain informed of their progress, increases candidate satisfaction and keeps them from considering other opportunities.
Diversity metrics are crucial not simply from a legal standpoint. Equal opportunity regulations rule out discrimination in the recruitment process based on cast, creed, color, age, religion, race, ethnicity, gender, national origin, disability, sexual orientation or genetic information. Also, hiring a diverse workforce has proven benefits, from reduced turnover to increased innovation.
Now, let us look at the 8 steps that help in building strong recruitment pipelines and measuring and increasing its effectiveness.
Before you start hiring, you should identify important roles that your organization requires. Analyze them carefully and determine whether they are crucial before you start building the talent pool.
Recognize and distinguish the necessary skills required for different roles and job positions. Once you assess the talent inventory, it makes it easier to allocate responsibilities in a better manner.
Establish what kind of talent mix you are required to fill in the talent gaps of the organization.
Recognize available skill-sets existing within the internal candidates, and assign or re-assign critical roles to them based on their competencies. Assess the strengths and shortcomings of the talent pool and aim to develop their skills. Enable them to fulfill different roles.
When promotion and turnover rates are lower than expected, it usually indicates that development programs need to be revised and improved. On the other hand, if you get higher rates than expected, analyze how your company is approaching the task of creating opportunities in critical positions.
Create and identify opportunities where you can interact and engage with candidates. Events such as conferences, social networks etc. are good places to begin with. Work in association with different hiring managers and employees to strengthen professional relationships.
Evaluate all the successful sources from where you got your talent in the past and explore them for newer connections. Consider exploring through keywords, ideal profiles, trends etc.
Consider the internal as well as external pool database and track the available talent. This will give you an idea of what is needed and what isn’t.
Applicant tracking system generates accurate reports that track all your daily operations and enable you to analyze your performance based on the customized key metrics. Once you know where you need to focus your efforts, the areas in which you need to improve and from where you are getting maximum qualified candidates, you can allocate your time, effort and resources accordingly and hopefully build your talent pool in a fast and efficient manner.
Jobsoid comes with a comprehensive suite of HR reports that can help you stay on top of your hiring process at every stage. Start with a free trial today and track progress at every stage as you iterate for future success by working towards continual improvement.