Recruiting the right talent plays a key role in determining the success of an organization. The right talent pool gives organizations a competitive advantage.
The recruiting process has become a top priority for companies. The hiring process is not limited to finding new talents; retaining the top talent is also equally important for the recruitment team. This is something that all recruiters will definitely consider an important aspect of their recruitment strategies in 2023. Among the challenges to overcome in the hiring process in 2023 are increasing recruitment costs, time to fill the talent gap, a talent shortage, the looming recession, and insufficient recruitment processes.
Recruitment metrics are critical to the continual improvement of your hiring functions since they accurately assess success. They are a set of measures that track and assess hiring metrics for performance and optimize your recruitment process with the help of data-driven insights.
Using data from talent analytics and recruitment reports can help you remain ahead of the competition by rapidly identifying what needs to be improved and where to focus your efforts.
What are Recruitment Metrics?
Recruiting metrics are quantitative measures that help companies track the effectiveness and efficiency of their recruiting process. These metrics assess the success of your hiring process and the quality of candidates. The indicators are critical for hiring managers to use when making data-driven decisions and optimizing their recruiting efforts.
Planning, sourcing, screening, interviewing, hiring, onboarding, and keeping engineers are all part of the recruitment process. An applicant management system (ATS) or human resources management system (HRMS), which is an integrated suite of software tools, aids in the processing and organization of information across the recruitment life cycle.
Recruiting Metrics Examples
Time-to-fill: This measures the time it takes to fill an open position from the time the job is posted to the time a candidate is hired. A lower time-to-fill indicates that the recruiting process is efficient and that the company can attract and hire top candidates quickly.
Cost-per-hire: This measures the total cost of the recruiting process, including salaries for recruiters, advertising costs, and any other expenses incurred during the hiring process. A lower cost-per-hire indicates that the company can efficiently and effectively recruit top talent.
Applicant-to-hire ratio: This measures the number of applicants who are interviewed and the number who are ultimately hired. A higher applicant-to-hire ratio indicates that the company can effectively screen and select top candidates.
Offer acceptance rate: This measures the percentage of job offers that are accepted by candidates. A high offer acceptance rate indicates that the company is able to attract and retain top talent.
Retention rate: This measures the percentage of employees who stay with the company for a certain period. A high retention rate indicates that the company can attract and retain top talent.
Diversity of hires: This measures the diversity of the company’s employee population, including factors such as gender, race, and ethnicity. A high level of diversity among hires indicates that the company is actively. promoting diversity and inclusion in its recruitment process
Benefits of Recruitment Metrics in the Hiring Process
Some key benefits of using recruitment metrics in the hiring process include:
Improved efficiency: Tracking metrics such as time-to-fill and cost-per-hire can help companies identify bottlenecks in the recruitment process and optimize their recruitment efforts to reduce the time and cost associated with hiring new employees.
Better decision-making: By analyzing data on the success rate of different recruitment channels, companies can make more informed decisions about where to allocate their recruitment budget and efforts.
Enhanced candidate experience: By tracking metrics such as the number of candidates who complete the application process and the time it takes to receive a response from the company, companies can improve the candidate experience and increase the likelihood of attracting top talent.
Increased fairness and diversity: By tracking the diversity of the applicant pool and the success rate of candidates from different backgrounds, companies can ensure that their hiring process is fair and unbiased, and that they are attracting a diverse pool of candidates.
How to Track Recruiting Metrics?
There are several ways to track recruiting metrics. But most importantly, analyzing the recruitment data can help recruiters find top talent. As per a Forbes report, recruitment data is a goldmine for companies. (Source)
Here are some of the most popular tracking methods used by recruitment teams.
Use recruiting software: Many companies use specialized recruiting software to track and analyze various metrics related to their hiring process. This software can often be customized to track specific metrics that are important to the company.
Use spreadsheets or databases: Companies can also track recruiting metrics using spreadsheet or database software. This can be a useful option for smaller organizations that do not have the budget for specialized recruiting software.
Track manually: Companies can also track recruiting metrics manually by keeping records of various data points related to the hiring process. This can be time-consuming and may not be as accurate as using specialized software, but it can be a useful option for companies that do not have the resources for more advanced tracking methods.
Here is a list of recruitment metrics for 2023 that organizations should watch out for. These metrics will play an important role in the recruitment strategies for 2023.
1. Qualified candidates per opening
Keeping track of the number of qualified individuals who apply for each of your job vacancies allows you to guarantee that you are reaching the correct people. While a high degree of interest in positions increases the likelihood of discovering the right applicants, if the majority of these candidates are inappropriate, your recruitment strategy must be adjusted.
If this is the case, you could be advertising in the incorrect locations or failing to create interesting job postings that speak to your ideal candidate. It’s also possible that your expectations are unrealistic for the level of role you’re advertising.
Qualified candidates per available position are best tracked as a ratio, which will quickly alert you to whether your recruitment strategy is attracting the proper level of prospects.
2. Application completion rate
Tracking your application completion rate informs you of the percentage of candidates who begin but do not finish your online application form.
While a candidate may decide the post isn’t a good fit and withdraw their application, low application completion rates may indicate that candidates are discouraged by the application process itself.
With this knowledge, your application process can be examined and altered as needed to attract the top talent to invest their time and submit their interest. However, your application completion rate should be evaluated alongside your other KPIs.
You may have a low application completion rate but enough high-quality, qualified individuals on your shortlist. If the rate isn’t having a negative impact on your hiring process, it shouldn’t be a major source of concern.
3. Source of hire and quality of channel source
The source of your hires is a popular recruitment measure to monitor. This relates to determining how your successful candidates learned about your vacant position.
Monitoring the source of hire entails keeping track of who came to you via your company’s careers site, a recruitment agency, a job board, LinkedIn, an employee referral, or an internal hire.
This data allows you to tailor your marketing and advertising, allowing you to invest in a presence on the most beneficial platforms. You can acquire further information by gathering more data on the source’s quality by tracking where all of your high-quality candidates (those who make it to the final stages of your recruitment process) come from.
4. Average time to hire
The time to hire refers to the period (number of days) between a new hire being formally requested and the chosen candidate accepting the role. It includes the time taken to review applications, administer any pre-employment testing, run assessment centers, interview shortlisted candidates, and make a formal offer.
Awareness of the time frame it takes to hire a new employee can help you launch recruitment for new roles at the right time. Recording the time taken for each stage of the process can help identify areas that are holding up the recruitment process, so it can be adjusted to speed up your time to hire.
5. Channel source efficiency
Analyzing your sourcing channels, or where your best talent is coming from, is a critical step in reviewing your recruitment KPI indicators. After all, how would you know which job boards and platforms to put your money and time into if you didn’t know which channels were best for you?
Universities, online job boards, recruitment firms, print media, events, and internal/referral or social media sources could all be channels.
6. Quality of hire and talent
Measuring the quality of hire allows you to keep track of whether you are successfully hiring people who are a good fit for your roles. However, quality is subjective.
To track this statistic, you must first determine which measurements can be utilized to correspond to a quality hire. Consider employee engagement, alignment with corporate culture, peer reception, work performance, hiring manager satisfaction, and time to full productivity.
The main purpose of the recruitment process is to place the right individuals in the right roles so they can thrive, therefore, tracking the quality of your recruits is critical, even if it is more difficult to analyze.
7. Cost per hire
Tracking your cost per employee is critical to ensuring that your recruitment process is a good investment. Besides tracking individual expenditures for each hire, calculating the average cost to place someone new in the function is important.
This is computed by adding up all recruitment expenditures and dividing by the number of new recruits for a specific time period such as number of days. When combined with other data, cost per hire can help you determine whether there are areas where recruiting costs can be reduced or whether greater investment is required to attract higher-quality prospects.
You might also want to determine the cost per hire by department, job role, job level, or source. This will provide a better knowledge of costs across various company indicators.
Why will Candidate Experience be an Important Recruitment Strategy in the Hiring Process in 2024?
Organizations that focus on building a positive experience and company culture for employees are found to be more successful and profitable. Maintaining a healthy work culture, promoting the well-being of employees, and having a positive work-life balance are all part of a positive candidate experience. When new candidates find such provisions in the workplace, they are more likely to stay in the organization.
This emphasis on creating a positive experience extends to candidates, who have a plethora of possibilities. It is more vital than ever to ensure that the candidate experience is simple and allows people to apply for jobs swiftly.
An important aspect of improving the candidate experience is focusing on the net promoter score. This net promoter score is a measure of the candidate’s experience with the recruiting and onboarding procedures of the company.
Employers have enhanced their candidate experiences by upgrading career websites with a proper job description and utilizing surveys to gather feedback from candidates. Furthermore, recruitment marketing and career site software can assist in personalizing the hiring process and gathering analytics to help optimize the candidate experience.
In conclusion, recruitment metrics play a crucial role in the hiring process as they help to measure the effectiveness and efficiency of the recruitment process. By tracking key metrics such as time-to-fill, cost-per-hire, and quality-of-hire, companies can make informed decisions about their recruitment strategy and identify areas for improvement.
Additionally, using recruitment metrics can help to ensure that the hiring process is fair and unbiased, as it allows companies to track the diversity of their applicant pool and the success rate of candidates from different backgrounds. Overall, monitoring recruitment metrics can lead to a more successful and efficient hiring process, which can ultimately benefit the company as a whole.
Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2023.