Recruiter efficiency takes into account several of the metrics already covered, but really comes down to how effective a recruiter is at finding the most qualified candidate in the shortest amount of time, and ensuring that they are someone who will not only accept the company’s offer, but will become a valuable asset to that company.






The following factors should be considered to determine one recruiter’s efficiency versus another:


• Open requisitions assigned to them

• Pending requisitions

• Requisitions on hold

• Requisitions in approval

• Requisitions filled

• Average days to fill


A successful recruiter will know the best sources for each requisition, will be able to realistically portray the company’s needs, and provide the organization with employees that will become top performers and contribute to a high retention rate.


We hope you have enjoyed the Top 10 Recruiting Metrics Series. A successful recruiting strategy depends on the quality of people that are hired, and this starts with identifying areas of weakness having visibility into these important metrics.


A company is only as successful as its employees, which means that recruiting builds the foundation for either the success or failure of every organization. In the words of Lawrence Bossidy from GE, “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”

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