what metrics would you suggest for the company to track?

Recruitment Metrics Y'all Should Be Tracking: Extensive List

There are many different Hr and recruitment metrics created to measure and rails every footstep of your recruiting process. Which ones should you be tracking? We created an all-encompassing list of all recruitment metrics yous could ever need!

Intro

What are recruiting metrics?

Recruiting metricsare standardized measurements of your recruiting process.

Recruiting metrics are used to monitor, track and measure your whole hiring procedure.

Why should you track recruitment metrics?

Tracking recruiting metrics enable you to provide validated, data-backed evaluation of your hiring process.

Tracking recruiting metrics will tell yous what which parts of your recruiting procedure work well, and which don't.
That way yous can recognize and establish your all-time recruiting practices, but also spot bottlenecks and issues that need to be dealt with.

This is why Hr professionals utilise hiring metrics – to make improve and more informed decisions and find and hire the ideal job candidate easier and faster.
According to LinkedIn enquiry, Hr teams who track and mensurate recruiting metrics are 2 times more than likely to discover talent faster and more efficiently.

In short, recruiting metrics provide valuable insights into the efficiency and effectiveness of your recruiting procedure.
Based on this insights, you volition gain a deeper understandingof your recruiting process, which will enable you to better it.

Tracking recruiting metrics will tell you how yous spend your fourth dimension and money inorth your recruiting process and what can you do optimize your spending and improve your whole hiring procedure.

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Types of recruitment metrics

There are many different Hr and recruiting metrics created to measure and track every footstep of your recruiting process and evaluate every aspect of your hiring methods and practices.

To brand the list of recruitment metrics easier to understand, we structured them into 6 chief categories:

1. Recruitment Marketing metrics
2. Hiring Velocity metrics
3. Hiring Expenses metrics
4. Hiring Qualitymetrics
5. Hiring Sourcemetrics
6. Referral metrics

Each of these 6 main categories f recruitment metrics consists of subcategories that comprise specific recruitment metrics.
In the post-obit text, we will provide an overview of all the 6 main recruitment metrics categories and a brief explanation of every subcategory and its specific recruitment metrics.

1. Recruitment Marketing metrics

➡️ Definition

Recruitment Marketing metrics is a group of recruitment metrics that measure out the results and effectiveness of your Recruitment Marketing strategy.

➡️ Importance

Tracking these recruitment metrics tin show you how successful you are in promoting your company'due south Employer Brand and attracting candidates to apply for your open positions.

ane.one. Employer Branding metrics

Employer Branding metrics will tell y'all is your company perceived every bit a desirable employer.

• Giveaway/Takeaway ratio
  How many of your applicants come from your competitor companies? / How many of your employees leave to bring together the contest?
• Number of open applications
  How many people apply to work at your company even when you don't accept any open up task positions?
•  Brand awareness
  Is your Employer Make positively recognized past your target groups?
• Retentiveness rate
  How many employees leave your company in a certain time menstruum?
• Offering-acceptance charge per unit
  Out of all the job offers, how many of them become accepted?

1.ii. Candidate Experience metrics

Candidate feel metrics will tell you how satisfied candidates are with your recruitment process.

• Offer-acceptance rate
  Out of all the task offers, how many of them get accepted?
• Internet promoter score
  How likely are your candidates to recommend your company as a great place to work for?
• Candidate date
  How engaged are your candidates in your recruiting procedure?
• Candidate satisfaction
  How satisfied are your candidates with your overall recruiting process?

1.3. Career Site metrics

Career site metricsvolition tell yous how effective is your career site in turning your career site visitors into applicants.

• Career site visitors
  How many people visit your career site?
• Career site bounce rate
  What is the percentage of visitors who come to your career site and immediately go out without doing annihilation?
• Average session duration
  What is the average length of time that visitors spend on your career site?
  
• Career site conversion rate
  What is the per centum of your career site visitors that consummate the desired action (apply for your open job positions, bring together your talent puddle, register for an effect, etc.)?
• Career site new visitors
  What percentage of your career site visitors are new visitors?
  
  
• Career site returning visitors
  What percentage of your career site visitors are returning visitors?
  
  
• Career site paid traffic
  How many visitors come to your career site from paid advertising campaigns (via Google AdWords, Facebook Ads, Instagram Ads, LinkedIn Ads or some other paid search platform)?
  
  
• Career site organic traffic
  How many visitors come to your career site direct from the search engines?
  
  
• Career site paid keywords
  Which keywords (or search phrases) bring visitors to your career site through paid search?
  
  
• Career site organic keywords
  Which keywords (or search phrases) bring visitors to your career site directly through search engines?

  Career site traffic source
  Where practice your career site visitors come from (course email, social media, search engines, other websites, online advertisements, etc.)?

i.four. Application Form metrics

Application Grade metrics will tell you how effective is your awarding form in turning your career site visitors into applicants.

• Awarding form conversion rate
  Of all the candidates that see your application form, how many convert into applicants?
• Application class abandon charge per unit
  Of all the candidates that beginning filling out the application form, how many are driblet-offs?
• Application form return rate
  Of all the candidates that have abased application form before, how many return and complete it?

1.5. Recruiting Email metrics

Recruiting e-mail metrics volition tell you how successful are your recruitment email campaigns.

• Electronic mail open rate
  What percentage of candidates have opened your email?
  
  
• Electronic mail response rate
  What percentage of candidates have responded to your email?
• E-mail conversion charge per unit
  What per centum of candidates take completed the desired activity (clicked to run across your open job positions, clicked to read your company blog, etc.)?
• Email bounce rate
  What percentage of your candidates has never received your email (due to full mailbox, deleted e-mail address, etc.)?

i.half dozen. Landing Page metrics

Landing page metricswill show you lot statistics related to each of your special campaign landing pages (for example, the landing page for your recruitment event, the landing page for your company blog, talent networking landing page, task opening landing page, etc.).

• Landing folio visitors
  How many people visit your landing page?
  
  
• Landing page new visitors
  Of all your landing page visitors, how many are new visitors?
  
  
• Landing page returning visitors
  Of all of your landing page visitors, how many visit your landing page over again?
  
  
• Landing page conversion rate
  What is the percentage of visitors who complete your campaign goal (for example, fill in and submit a chore application grade, apply for your recruitment outcome, etc.)?
• Landing page bounce rate
  What is the percentage of visitors who come to your landing page and immediately leave without doing annihilation?
• Landing page paid traffic
  How many visitors come to your landing page as a effect of paid advertising (via Google AdWords or another paid search platform)?
  
  
• Landing folio organic traffic
  How many visitors come to your landing page from the search engines?
  
  
• Landing folio traffic source
  Where practice your landing page visitors come up from (class email, social media, search engines, other websites, online advertisements, etc.)?

1.7. Social Media Metrics

Social Media metrics will testify you how successful is your social media recruiting strategy.

• Social Media appointment
  How many people take seen, clicked on, liked, commented and shared your recruiting social media posts?
  
  
• Social Media application rate
  How many candidates have applied for your open task positions directly through social media (for example, Facebook task ads, Facebook job tab, Instagram job ads, etc.)?
  
  
• Social Media hires
  What pct of your new employees applied through Social Media?
  
  
• New hires by Social Media aqueduct
  Which Social Media channel (network) is your all-time source of hired candidates (is it Facebook, Instagram, LinkedIn, etc.)?
  
  
• Applicants by Social Media aqueduct
  Which Social media aqueduct (network) brings in the most applicants for your open task positions (is it Facebook, Instagram, LinkedIn, etc.)?

2. Hiring Velocity metrics

➡️ Definition
Hiring Velocity metrics is a group of recruitment metrics that measure the speed and duration of your hiring procedure. In other words, this metrics will tell you how long does it take y'all to find and rent candidates.

➡️ Importance
Tracking these recruitment metrics can evidence you how quickly tin can you fill up your visitor's open up positions.

two.one. Pre-awarding metrics

• Time to find
  How many days does it take to receive the first awarding afterward yous publish and promote your open job openings (for instance, on your career site, social media or job lath)?
• Fourth dimension to source
  How many days does it take yous to source a qualified candidate?

2.2. Post-application metrics

• Time to fill
  After you lot have candidates (sourced or applied) for a job opening, how many days does it take to hire someone?
• Fourth dimension to hire
  How long is your whole recruitment procedure, from creating a new job opening to hiring someone?
• Fourth dimension in phase
  How many days do candidates stay in each of your hiring stages (awarding stage, screening phase, talent assessment/testing stage, assignment phase, get-go interview phase, second interview stage, employment offering phase, etc.)?
  
  
• Time to start
  How many days have passed betwixt the day job offer was accepted to the twenty-four hour period new hire's first day at piece of work?
  
  
• Days to offering
  How many days does information technology have you to make a job offer to a candidate (since the candidate has practical/been sourced)?

iii. Hiring Expenses metrics

➡️ Definition
Hiring Expenses metrics is a group of recruitment metrics that measure the cost of your hiring process.

➡️ Importance
Tracking these recruitment metrics can help you lot plan your recruiting budget and optimize your spending so you lot tin achieve the best result while spending less money.

3.1. Pre-application metrics

• Price to observe
  Overall, how much money practice yous spend until y'all get your first job applicant (this metric includes the price of sourcing and advertising needed to attract potential candidates to utilize for your open job positions)?
  
  
• Cost per applicant
  How much money do you lot need to spend per chore applicant (this metric includes sourcing and/or advert costs)?
  
  
• Cost per qualified applicant
  How much money practise you need to spend per qualified task bidder (this metric includes sourcing and/or advertising costs)?
• Cost per advertising aqueduct
  How much money do you spend on each of the channels that you post your job opening on (Glassdoor, Indeed, LinkedIn, Social Media, etc.)?

three.2. Post-application metrics

• Toll to fill up
  How much money do y'all spend to fill up a chore position one time you have candidates in your hiring pipeline (this metric includes all the cost needed to rent the best candidate among candidates that you have in your hiring pipeline)?
  
  
• Cost per hire
  What is the total amount of money yous need spend to hire a candidate (this metrics includes the full costs of filling a chore position, including costs needed to advertise and/or source candidates and to hire the best candidate in your hiring pipeline)?
  
  
• Onboarding expenses
  How much money practise yous spend to onboard a new hire?

4. Hiring Quality

➡️ Definition
Hiring Quality metrics is a group of recruitment metrics that measure the quality of the candidates you lot hire.

➡️ Importance
Tracking these recruitment metrics will help you notice out if you are hiring the best people for your job openings and your visitor culture.

4.1. Employee Performance metrics

• Promotion charge per unit
  How many of your new employees were promoted in a certain time frame?
• Ramp-upwards fourth dimension
  How long does information technology take for new employees to reach their full productivity?
  
  
• Appointment
  How driven and enthusiast are your new employees at their everyday job and how invested they are in their new role?
• Employee evaluation
  How successfully is your new employee performing their task?

4.2. Employee Satisfaction metrics

• Retention charge per unit
  How long does the new employee stay at your visitor?
• Net Promoter Score
  How probable are your new employees to recommend your company every bit a not bad identify to work at to their family unit and/or friends?
• Employee turnover rate
  What is the percentage of employees that leave your company in a certain period of time?

4.3. Cultural fit

• Mission and value alignment
  Are your new employee'due south personal values and goal aligned with your company mission and values?
• People fit
  How well does the new hire communicate and work with colleagues and supervisors?
• Office culture
  How well does the new employee fit into your function environment and rules?

4.iii. Hiring manager satisfaction

• Competency satisfaction
  How satisfied is your hiring manager with your new hire's competencies?
• Functioning satisfaction
  How satisfied is your hiring director with your new hire's work functioning?

5. Hiring Source metrics

➡️ Definition
Hiring Source metrics is a grouping of recruitment metrics that measure out where your candidates come from.

➡️ Importance
Tracking these recruitment metrics will help yous find out which sources/channels (such equally job boards, referrals, social media, etc.) bring in most qualified candidates.

5.1. Quantitative metrics

• Applicants per job opening
  How many applicants practice you become per job opening?
• Number of applicants per source
  How many applicants come from each of your hiring sources/channels (such every bit chore boards, referrals, social media, etc.)?
• Number of hires per source
  How many of your hires come from each of your hiring sources/channels (such every bit task boards, referrals, social media, etc.)?
• Number of qualified candidates per source
  How many qualified candidates come from each of your hiring sources/channels (such every bit task boards, referrals, social media, etc.)?
• Memory charge per unit per source
  Which of your hiring sources/channels bring in the employees who stay the longest with your company?

5.ii. Qualitative metrics

• Source of all-time applicants
  Which channel provides the most of your all-time applicants?
• Source of best hires
  Which channel provides your best hires?
• Source of influence
  Which aqueduct has the greatest influence on your candidate's conclusion to apply for your open job positions?
• Source of awareness
  Where do your candidates first find out well-nigh your job opening?

6. Referral metrics

➡️ Definition
Referral metrics is a group of recruitment metrics that measure the results and effectiveness of your employee referral programs.

➡️ Importance
Tracking these recruitment metrics can testify you how engaged and successful your employees are in promoting your open up job positions.

6.one. Employee metrics

• Employee referral rate
  How many employees participated in the referral program this calendar month/quarter/year?
• Best referee per chore opening
  Which one of your employees referred the best candidates for a certain of your job openings?
• Virtually referrals per employee
  Which one of your employees referred the almost candidates in full (for all your open chore positions in a certain menses of fourth dimension)?
• Almost qualified referrals per employee
  Which ane of your employees referred the most qualified candidates?

half dozen.two. Alumni metrics

• Alumni referral rate
  How many of your alumnus participated in the referral program this month/quarter/twelvemonth?
• All-time alumni referee per job opening
  Which one of your alumnus referred the best candidate for a certain of your job openings?
• Almost referrals per alumni
  Which one of your alumnus referred the virtually candidates in total (for all your open job positions in a certain menstruum of time)?
• Well-nigh qualified referrals per alumni
  Which one of your alumnus referred the most qualified candidates?

Should yous rail all of these recruitment metrics?

Seeing this extensive list of all these recruiting metrics tin be quite intimidating.
But don't worry - you don't have to runway all of them!

In fact, this is exactly were beginners who are just getting started with HR analytics and data-driven recruiting make the biggest mistake.
They effort to runway too many recruitment metrics and get lost in the process.

Trying to comprehend and analyze all of these recruiting metrics gets them stuck.
This is what we call "analysis paralysis".
It ways that you spend most of your time analyzingyour recruiting process, instead of improving it.

Remember, tracking recruiting metrics should exist a way to meliorate your recruiting procedure, not a goal per se.

Which recruitment metrics should you exist tracking?

Nosotros recommend starting with a few basic recruitment metrics.
Price per hire, time to rent and quality of hire are most usually referred to every bit the peak 3 primal recruiting metrics.

Yet, these top 3 traditional recrutiment metrics are not enough anymore. Recruiting has changed. It now incorporates marketing, too.
Today in that location is a whole new area of and then-called recruitment marketing that besides needs to be captured and measured.
This is why we strongly suggest you lot outset tracking at to the lowest degree some of these recruiting marketing metrics, too.

Tracking these bones metrics will give you an insight into the overall successof your recruiting process.
Once you get comfortable with them, you tin slowly add new ones to gain a deeper understanding of each of your recruiting stages and strategies.

Every recruiting metrics you add together to the list of the ones you decide to runway and mensurate should be problem-oriented.
For example, if your time-to-hire shows that your recruiting procedure is taking style longer than the industry standard and has negative furnishings on your recruiting outcomes and overall business results, you tin add together additional metrics to inspect it.
By calculation additional metrics such as time your candidate spends in each stage of your recruiting process, you lot tin can spot the bottlenecks and optimize them.

We will repeat once again: measurement should always be in the office of improving.
Keep that in mind and you'll be fine, we promise.

At present proceed and start measuring!🙂
And don't worry, nosotros've got your back.

Checklist of Most Of import Hiring Metrics & Tips for Improvement

Bank check out our checklist of most important hiring metrics you should be using to measure your hiring and recruitment efforts.

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Source: https://www.talentlyft.com/en/blog/article/144/recruitment-metrics-you-should-be-tracking-extensive-list

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