Each recruitment metric measures a different stage in the recruitment process. It is important to understand how each metric fits together to be able to get the most benefit from analysing them.
From job application completion rates to candidates per hire, there are a number of different recruitment metrics available to recruiters. Find out which ones are best.
When candidates have bad experiences they quite often share those experiences with other people. By measuring candidate satisfaction it is possible to find out what candidates like and what needs to be improved.
Hiring managers are a form of customer for many recruiters. Without understanding what they like and don't like about the service they receive, it is hard to improve a recruitment function or process.
"Without tracking, analysing and using recruitment metrics it is almost impossible to build and improve a recruitment function. Whether your organisation is multi-national or a small school, it is vital that recruitment metrics are tracked.
Tracking of recruitment metrics will show you the issues you face within your recruitment process. However, it will also show you what you are doing well. This will help you avoid changing something that is actually working in your favour."
"Recruitment metrics can sometimes be over complicated by organisations. Knowing what you want to be able to understand before deciding on what metrics to use, will significantly help you with selecting the right ones.
It is important that you measure core recruitment metrics such as time to hire, cost per hire and satisfaction levels. These figures are the very basics of understanding how successful a recruitment function is."
Managing Director of Bright
Recruitment Account Manager