In my experience most Recruiters or Human Capital Sourcing and Talent Acquisition Specialists (I like writing that:)) dread the word Metrics. I will agree that in our profession the most basic Metric is number of hires in a defined time frame ie 30, 60, 90 etc days. Oversimplified? Yes I do believe it is.

Metrics is much more than that. Metrics, when used correctly, is a road map for the successful hires. Allow me to outline some KPIs.

Date position was opened and made available to the Talent Pool.
Number of Candidate Partners applied thru the ATS and whatever other tool (s) used ie Job Boards.
Number of Candidate Partners Sourced, this includes passive candidates.
Number of employee referred Candidate Partners. I have seen numbers that indicate 30% or more of a company's hires take place thru this mechanism.
Number of Internal Candidate Partners.
Number of Candidate Partners interviewed by the Recruiter.
Number of Recruiter Candidate Partners that were interviewed submitted to the Hiring Manager Partner.
Number of days from when the Candidate Partner applied to the interview with the Recruiter.
Number of days from when the Candidate Partner was interviewed by the Hiring Manger Partner.
Number of days for the Hiring Manager Partner to make an offer to the Candidate Partner.
Number days from when the Candidate Partner, who was made the offer, applied to the position.
Number of days from when the offer was extended to the Candidate Partner to accept or decline the offer.

There are many ways for us to dissect and analyze this data. These are by no means all of the KPIs, but this does give us an impetuous for discussion. An Excel spread sheet can be built to record and average this data quite readily. This data can be a powerful tool for Recruiters, HR Partners and Hiring Manager Partners to analyze "productive activity

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