Getting Paid: 3 Recruiting Metrics You Need to Be Tracking

If you want to get paid, get paid more consistently, and get paid more often, you need to measure key metrics to highlight where your precious resources are best spent each day.

Here are three basic metrics to get you started:

Marketing Call Effectiveness

This is point A. To get a placement, you have to get a job order. Do you know how many calls you need to make before you obtain a job order or assignment - or are you just winging it? Measuring marketing call effectiveness: the number of marketing calls it takes to obtain a job order.

Quality of Candidates Submitted

You need sendouts to get a placement. Are hiring managers intrigued by the resumes you’re submitting - or should you be networking with better talent? Measuring quality of candidates submitted: ratio of the number of resumes submitted to the client before getting a sendout. Sendout: a candidate who is being interviewed by a hiring manager.

Time to Fill

This is a basic metric, but still very key. You want to fill openings quickly, because the less time a position is open, the more money companies save - giving you a great reputation. However, do take enough time to ensure you’re submitting quality candidates - or risk ruining your street cred. Measuring time to fill: the length of time from receiving a job order to filling it.

p.s. want more recruiting metrics? download the Little Blue Book of Metrics

images from here.

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