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Better Hiring: 5 Must-Track KPIs for Recruiting

Recruiters, Tools & Tips

To stay competitive in the recruitment world, you need to have a clear understanding of your performance. You can’t just look at your end results to determine the success of a process, it’s crucial to know how your workflows are advancing and how effective the process is. That’s where key performance indicators come in. They help recruiter optimize their hiring process and achieve better results.

team meeting looking at metrics, writing on whiteboard

In any business venture, key performance indicators (KPIs) have become an essential tool for measuring progress, identifying areas for improvement, and making data-driven decisions. Whether you’re managing a project, department, or an entire organization, KPIs offer objective and measurable insights that lead to achieving desired outcomes. These quantifiable metrics provide concrete data that paint a picture of where you are at and the possibility to detect what you need to improve. The key to harnessing the true potential of KPIs lies in tailoring the aspects you want to track to the specific industry or function. In the world of talent acquisition where closing successful placements through an optimized hiring process is the ultimate goal, which metrics are important to follow? 

These are the top five KPIs every recruiter should track to enhance the hiring process and build a talented workforce.


Time-to-Fill (TTF):

TTF measures the duration between posting a job opening and successfully hiring a candidate. Tracking this metric can help recruiters identify patterns in hiring times and possible bottlenecks in the hiring process. Monitoring TTFs allow recruiters to understand the cases when there are prolonged times and search for possible bottlenecks or areas for improvement within their own process.


Sourcing Channel Effectiveness:

Recruiters often utilize various sourcing channels like job boards, social media, referrals, and career fairs to find suitable candidates. Measuring the effectiveness of each sourcing channel is vital to allocate resources wisely. Analyzing the number of hires from each channel and their respective quality (measured by retention rate and performance) can help recruiters focus on the most productive sources and improve their candidate outreach strategies.


Cost-per-Hire (CPH):

CPH is a crucial financial metric that calculates the average cost of acquiring a new hire. It takes into account expenses related to recruitment advertising, applicant tracking systems, recruiting software, and hiring team salaries. By monitoring this KPI, recruiters can optimize their budgets, negotiate better deals with vendors, and streamline recruitment costs. Essentially, it can help recruiters find ways to lower the CPH without compromising the quality of candidates. 


Candidate Experience:

The candidate experience is an often overlooked but highly influential KPI. It gauges how positively candidates perceive the recruitment process. A positive candidate experience can significantly impact employer branding and employee referrals. Surveys and feedback from candidates can provide valuable insights into areas that need improvement, helping recruiters create a more pleasant and efficient recruitment journey.


Offer Acceptance/Decline Rates:

This metric measures the percentage of candidates who accept and decline job offers after receiving them. A low acceptance rate or high decline rate may indicate issues with the job offer itself like misalignment of expectations, competition from other employers, or challenges with the company’s reputation. By analyzing this KPI, recruiters can assess their offer packages, address any red flags during the interview process, and take corrective actions to improve the attractiveness of their job offers.


In conclusion, using KPIs to properly assess and improve the performance of your recruitment processes and hiring is a game-changing strategy. Employing these KPIs and others that fit your company’s specific needs will help you detect strengths and weaknesses, and therefore streamline your recruitment process with precision.


If you partner with RBO, we can track the metrics you care about. By leveraging the expertise of our skilled data analysts and data scientists, we carefully select the most relevant metrics and diligently track every facet of your business performance. Our team collaborates with you to define the essential parameters and delivers insightful analyses of the collected data. Through identifying patterns, trends, and areas for enhancement, we optimize your operations and empower you to stay well-informed and proactive in your decision-making.

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