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17 Recruiting Metrics You
Should Know About
Home / HR Metrics / 17 Recruiting Metrics You Should…
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9 min read
But rst, let’s answer the question: What are recruiting metrics?
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
134 Greenhouse) shows the employee’s lifetime value as the sum of all
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the HR decisions made about that employee.
51 HR Metrics Cheat
82 Sheet
Data-driven HR starts by creating and
implementing a set of relevant HR
metrics that help you determine the
e ciency and impact of the
workforce and HR department.
Download Now
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Using this image we can see that hiring someone who is more suited
for the job has the potential to create an enormous return on
82 investment (ROI).
17 Recruiting Metrics: An
Overview
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
Now that we’ve set the stage, let’s look at the 17 most relevant
recruiting metrics.
1. Time to ll
This refers to the time it takes to nd and hire a new candidate, often
It’s a great metric for business planning and offers a realistic view for
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In addition, a short time to ll a position usually has a positive effect
2. Time to hire
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82 3. Source of hire
one of the most popular recruiting metric. This metric also helps to
4. First-year attrition
between the job description and the actual job, or the job and/or
5. Quality of hire
hiring success while the opposite holds true for candidates with low-
performance ratings.
both direct and indirect costs. To read more about how to assess
When combined with the channel through which the candidate was
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Quality of hire is the input for the Success Ratio. The success ratio
divides the number of hires who perform well by the total number of
candidates hired. A high success ratio means that most of the hired
candidates perform well, however a low ratio means that you need to
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instruments.
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When the hiring manager is satis ed with the new candidates in his
team, the candidate is likely to perform well and t well in the team.
preview. This helps to present both the positive and negative aspects
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
Strategic HR Metrics
Course
Data-driven HR starts by setting up
the right HR metrics. The Strategic
HR Metrics course teaches you how
to develop and implement HR metrics
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organization’s strategy.
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Applicants per job opening or applicants per hire gauges the job’s
for jobs in that particular area or a job description that’s too broad.
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9. Selection ratio
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The selection ratio refers to the number of hired candidates compared
to the total number of candidates. This ratio is also called the
We could write a full article on cost per hire. The cost per hire
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
number of hires.
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
before they can apply for a job. Drop-out in this process is indicative
of problems in this procedure, e.g. web browser incompatibility with
steps in the funnel, you can specify a yield ratio per step. This makes
For example,
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hiring manager)
2:1 (10 candidate submissions lead to 5 hiring manager
82 acceptances)
5:2 (5 rst interviews lead to 2 nal interviews)
2:1 (2 nal interviews lead to 1 offer)
The recruiting funnel has changed a lot over the last few years due to
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10/22/2018 17 Recruiting Metrics You Should Know About | Analytics in HR
came from.
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form, this conversion rate can be made much more accurate. Maybe
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the people coming from LinkedIn and Twitter don’t apply, but the
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strategic HR metrics.
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experience in the application HR analytics.
Contact Erik at erik@analyticsinhr.com or
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