For any recruiting organization to be successful it is important to know what recruiting activities are driving performance in bringing in the most qualified candidates and hires. To know this information, you need to set up a way to collect metrics and analytics in your recruiting process and most importantly a way to easily display this recruitment marketing data so you can make quick informed decisions on ways to improve your recruiting strategy.

But what data and metrics should you be checking on a daily and weekly basis?  What levers are so important to your recruiting that you should know what they are at the beginning of every day.
This will be a little bit different for every organization but here are 3 that you should be able to answer about your recruiting organization today:

1. How many qualified candidates are you getting?

While you know how many applicants you are receiving for your jobs, you will want to become more specific than that. You don’t just want to know how many candidates apply but you want to know how many of those candidates are actually qualified for the position. This will give you a true view on how well your job ads are performing.

2. What is your best recruiting channel?

Once you know how many qualified candidates you have applying, it is important to know where they are coming from. By having recruiting metrics where you can see qualified applicants (and hires) for every recruiting channel you use, you’ll be able to more accurately determine your recruitment marketing mix for the best ROI instead of just using the same channels you always use. It will also tell you what types of channels bring in the most applicants: social recruiting, job boards, Google and other recruiting channels.

3. How many contacts do you have in your Talent Network?

Every job distribution campaign you run represents another opportunity to add qualified candidates to your Talent Network. To make the most out of your Talent Network, you should know how many qualified candidates you have not only overall but in the specific disciplines that you recruit in whether it be marketing, sales, engineers, etc.

Successful recruiting companies know what recruiting levers provide the best results and ROI for their organization. In order to do so, they collect the recruiting metrics and analytics that are important to them and their company.

Do you know the things you should about your recruiting organization?