Recruiting Metrics #7 – Applicant Satisfaction

Recruiting Metrics #7 – Applicant Satisfaction

   Applicant Satisfaction While related to the employee retention rate, it is important to look at applicant satisfaction on its own to ensure that your recruiting efforts are placing applicants into positions where they feel they can grow and excel. The best way to measure this is simply to have a standardized new hire survey, and then use performance reviews as another chance for employees to express how satisfied or dissatisfied with their job. Surveys can include questions on the hiring process, onboarding, and overall job satisfaction. These metrics will help you determine how positive an applicant’s experience is from the moment a recruiter reaches out to them. This allows a company to take a step back and look at their processes from an outsider’s perspective, and shed some light on how they are portraying their organization to applicants versus what they experience when they are hired.

 

Recruiting Metrics #6 – Pipeline of Talent

Recruiting Metrics #6 – Pipeline of Talent

Companies with highly-developed talent management strategies know that they need to constantly be looking for quality candidates, even when there is no immediate opening in the organization.

 

This is when an automated Applicant Tracking System (ATS) becomes crucial. If you post a job opening for a project manager and receive hundreds of applications, there may be only a dozen that stand out as quality candidates. However, you can only hire one at that time. Down the road, though, the company may expand, opening up three new project manager positions. Rather than starting the process over again, you can start with the dozen that you had already screened-in for the last position, potentially cutting the time to fill that position by half!

 

If we think about recruiting as sales, candidates are like leads in a sales pipeline. It’s important to have a good mix of leads – existing leads from past requisitions that may be interested in a new job opening, net new leads from job boards that you may just be monitoring until the right time, and employee referrals. 

 

Recruiting Metrics #5 – Quality of Hire

Recruiting Metrics #5 – Quality of Hire

Quality of hire may sound rather subjective and difficult to determine, but nevertheless is one of the most important metrics. Because the cost per hire and retention rate are constantly scrutinized, it is important to find quality hires that are going to stay with your company for a long time, thus diminishing the need for another costly hire down the road.

 

 

 

It will take some time to determine the quality of a new hire, but the longer the employee is at the company, the easier it will be to establish. This should take into account not only performance ratings, but also their potential. Over time, you will be able to see a trend in their performance reviews, and determine their overall worth to the organization. This metric can then be linked to the sourcing channels to help determine where the highest quality candidates originated from, as well as the time to hire so recruiters can get a sense of how long it takes to find the right candidate

Recruiting Metric #4 – Retention Rate

Recruiting Metric #4 – Retention Rate

 

Retention Rate Employee retention is an important metric for many reasons. Not only does it show how successful your recruiting efforts are in finding qualified candidates, but is also a great indicator of the overall health of an organization. For now, we will focus on what the retention rate can tell us about recruiting efforts.

 

If your organization has a hard time retaining people for longer than a year after their hire date, you may be hiring the wrong type of candidate. Once you have determined the cost per hire for each position, it’s no wonder that the retention rate is such an important metric. Your company could be bleeding money by an unnecessary amount of turnover. The cost of replacing an employee can be upwards of three times their salary!

 

Rather than trying to look at retention rates for all positions across all levels of the organization, it will be more insightful to analyze by sections. For example, you can look at the turnover rate for a specific role. If one role is causing turnover every year, maybe you need to take a look at the responsibilities of that role. Are there unrealistic expectations or unattainable goals? Another way to look at the data is turnover by pay grade or even by department. In this way, you can determine if the retention problem is company-wide, if it’s in a certain department because of a bad manager, etc.

 

    

Recruiting Metric #3 – Cost Per Hire

Recruiting Metric #3 – Cost Per Hire

For most companies, everything still comes down to the bottom line, which is why “Cost of Hire” remains one of the most important metrics to track in HR’s recruiting efforts. So many times, we hear that the cost of hiring someone is more expensive than a full year’s salary for that position, and often this is certainly the case. That is why it is crucial to know exactly how much it is costing your organization to hire each position, and where you may be losing money. HR needs to be able to show executives cost-effectiveness when it comes to a recruiting strategy. Cost of hire takes into account a few different sub-metrics, which of course will vary based on the position being hired for.

 

The most common ones are the following:

• Advertising costs

• Job board subscription costs

• Relocation assistance

• Referral bonus

• Travel expenses

• Agency fees

• Recruiter labor

• Additional staffing expenses

 

After the cost per hire has been determined with the above metrics in mind, HR will be able to show how much money they are saving the company by reducing the time to fill, or perhaps convince executives to increase the recruiting budget because of the cost of lost productivity.

 

 

   

Recruiting Metrics #2 – Sourcing Channel

Recruiting Metrics #2 – Sourcing Channel

Sourcing channel or source of hire simply refers to the efficacy of the different job boards or media a company uses to publicize its current job openings. The reason for tracking this metric is simple – there are hundreds of options for sourcing candidates, but depending on your industry or your specific organization, certain sources will prove to be more effective or provide higher quality candidates than others. Once you know which sources provide the greatest number of candidates, you can start looking at which sources produce the best quality candidates over time. Then you can focus your energy and resources on these channels.

 

66.3% Source effectiveness should take into account the following data when ranking each source:

• Applications received

• Number of applications that screened in

• Number of applicants hired

• Screened-to-hired ratio

• Percentage of total hires

 

Companies with smaller budgets will find this especially helpful so they are not wasting time or money on expensive job boards when perhaps they receive their best candidates from employee referrals or social media sites.