The document provides a recruiting metrics cheat sheet for small and mid-sized businesses with explanations and calculations for 12 key recruiting metrics: 1) Application Completion Rate, 2) Candidate Call Back Rate, 3) Candidates per Hire, 4) Cost per Hire, 5) Employee Referrals, 6) Fill Rate, 7) Quality of Hire, 8) Retention Rate, 9) Satisfaction Rate, 10) Sourcing Channel Effectiveness, 11) Time to Hire, and 12) Turnover Rate. It encourages companies to measure these metrics to identify effective recruiting strategies and tactics, and optimize processes like applications that could improve hiring outcomes.
11 Recruitment metrics for hiring managersJobTatkal
ust like your vehicle needs servicing in a certain period of time, your hiring process also needs to be tracked once in a while to make sure that the recruitment process is functioning effectively.
To ensure that your hiring team is working with the right data, you need to understand the recruitment metrics first. It will help you evaluate the process and create an effective hiring strategy to recruit top talents.
The document discusses key metrics that recruiters should track to improve efficiency and effectiveness. It identifies metrics for various stages of the recruiting process like marketing call effectiveness, job order coverage ratio, quality of candidates submitted. For each metric, it provides the definition, calculation and how understanding the metric can help recruiters focus efforts. Tracking these metrics allows recruiters to understand trends, adjust strategies and maximize placements.
Assessing and analyzing the effectiveness of recruitingShubham Singhal
This document discusses metrics for assessing the effectiveness of recruitment. It provides details on four core metrics: (1) new hire quality based on manager ratings, (2) the ratio of actual start date to contracted start date, (3) manager satisfaction with the hiring process, and (4) staffing efficiency measured as total costs divided by total compensation recruited. It also outlines additional metrics for evaluating individual recruiters, such as performance of hires, manager satisfaction, diversity results, and responsiveness.
This document discusses 10 key metrics that can help improve talent acquisition and hiring efforts: 1) Time-to-hire, 2) Quality of hire, 3) Cost of hire, 4) Number of resumes per role, 5) Number of candidate responses, 6) Number of emails sent to candidates, 7) Number of active candidates, 8) Offer acceptance rate, 9) Passive candidate conversion rate, and 10) Hire ratio after 1 year. Tracking these metrics can help evaluate recruiting strategies and make better hiring decisions.
This document provides information on key performance indicators (KPIs) for recruitment. It discusses important metrics to track such as quality of hire, turnover and retention, hiring manager satisfaction, cost per hire, time to fill, time to hire, source of hire, and offer acceptance rate. Calculating and analyzing these metrics can help improve the efficiency and effectiveness of an organization's recruitment and hiring processes.
This document discusses 4 ways for recruiters to prove their worth through metrics: 1) Get the big picture by focusing on metrics that speak to objectives and are agreed upon, 2) Understand what's changed with new technologies to identify new opportunities, 3) Generate the right reports using templates and customization to visualize data, 4) Apply learnings by sharing reports to facilitate strategic discussions and gain approval for investments. Recruiters are encouraged to iterate their metrics over time to continually improve recruiting programs.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
The document discusses key performance indicators (KPIs) that can be used to measure recruiting success and performance. It recommends tracking 5 specific KPIs: 1) the number of qualified candidates per job opening, 2) candidate survey results indicating a positive experience, 3) the number of days from when a candidate applies to when an offer is accepted or rejected, 4) the offer acceptance rate, and 5) the number of hires compared to goals. The document explains each KPI in detail and provides benchmarks for high performance. It also discusses how to analyze the data from each KPI to identify areas for improvement.
11 Recruitment metrics for hiring managersJobTatkal
ust like your vehicle needs servicing in a certain period of time, your hiring process also needs to be tracked once in a while to make sure that the recruitment process is functioning effectively.
To ensure that your hiring team is working with the right data, you need to understand the recruitment metrics first. It will help you evaluate the process and create an effective hiring strategy to recruit top talents.
The document discusses key metrics that recruiters should track to improve efficiency and effectiveness. It identifies metrics for various stages of the recruiting process like marketing call effectiveness, job order coverage ratio, quality of candidates submitted. For each metric, it provides the definition, calculation and how understanding the metric can help recruiters focus efforts. Tracking these metrics allows recruiters to understand trends, adjust strategies and maximize placements.
Assessing and analyzing the effectiveness of recruitingShubham Singhal
This document discusses metrics for assessing the effectiveness of recruitment. It provides details on four core metrics: (1) new hire quality based on manager ratings, (2) the ratio of actual start date to contracted start date, (3) manager satisfaction with the hiring process, and (4) staffing efficiency measured as total costs divided by total compensation recruited. It also outlines additional metrics for evaluating individual recruiters, such as performance of hires, manager satisfaction, diversity results, and responsiveness.
This document discusses 10 key metrics that can help improve talent acquisition and hiring efforts: 1) Time-to-hire, 2) Quality of hire, 3) Cost of hire, 4) Number of resumes per role, 5) Number of candidate responses, 6) Number of emails sent to candidates, 7) Number of active candidates, 8) Offer acceptance rate, 9) Passive candidate conversion rate, and 10) Hire ratio after 1 year. Tracking these metrics can help evaluate recruiting strategies and make better hiring decisions.
This document provides information on key performance indicators (KPIs) for recruitment. It discusses important metrics to track such as quality of hire, turnover and retention, hiring manager satisfaction, cost per hire, time to fill, time to hire, source of hire, and offer acceptance rate. Calculating and analyzing these metrics can help improve the efficiency and effectiveness of an organization's recruitment and hiring processes.
This document discusses 4 ways for recruiters to prove their worth through metrics: 1) Get the big picture by focusing on metrics that speak to objectives and are agreed upon, 2) Understand what's changed with new technologies to identify new opportunities, 3) Generate the right reports using templates and customization to visualize data, 4) Apply learnings by sharing reports to facilitate strategic discussions and gain approval for investments. Recruiters are encouraged to iterate their metrics over time to continually improve recruiting programs.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
The document discusses key performance indicators (KPIs) that can be used to measure recruiting success and performance. It recommends tracking 5 specific KPIs: 1) the number of qualified candidates per job opening, 2) candidate survey results indicating a positive experience, 3) the number of days from when a candidate applies to when an offer is accepted or rejected, 4) the offer acceptance rate, and 5) the number of hires compared to goals. The document explains each KPI in detail and provides benchmarks for high performance. It also discusses how to analyze the data from each KPI to identify areas for improvement.
The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
There are numerous HR publications that list a plethora of metrics that a HR department must track. But, are they ‘HR Metrics that Matter’?
What differentiates ‘HR Metrics that Matter’ with other nice to have HR metrics?
The answer is very simple! The metrics that cover strategic goals like productivity, innovation and revenue growth. Keeping tabs on strategic metrics gives you a clearer picture of how your business is doing in terms of talent management.
I am going to walk you through the best recruitment and performance related metrics.
The document outlines a 9-step data-driven talent acquisition process including tools and metrics to optimize each step. It discusses conducting an organizational needs analysis using a skills matrix, getting approval on job requisitions, performing a job analysis, determining selection criteria and methods, searching and attracting candidates using various metrics, running candidates through the selection process, making an offer and calculating the offer acceptance rate, onboarding new hires and tracking time to productivity and cost of getting to optimum productivity level, and finally evaluating the process using various turnover and satisfaction rates. The goal is to make talent acquisition more effective and efficient using data and metrics.
Staffing Metrics EvaluationRunning head STAFFING ME.docxwhitneyleman54422
Staffing Metrics Evaluation
Running head: STAFFING METRICS EVALUATION
1
STAFFING METRICS EVALUATION
14
Staffing Metrics Evaluation
There is a plethora of areas that staffing metrics covers. This functional area that is placed on any business/organization is used to provide an in-depth look at the trends of the performance and cost of any business. These patterns can either be done in short term or long term. Because of the various ways in which managers approach the many metrics available emphasis is placed more highly on multiple attributes. To ensure that you have a quality metric program it is an important to have much accountability in place. These can include productivity, cost, and risk. Metrics programs are a critical part of producing the staffing needs of the business. Metrics are used to help determine if the levels of staffing are able to work with the load it is given. With the way budget constraints are set up in all businesses it is important to have metrics that help to quantify the needs of your workload (Cohen, 2011). These metrics assure that these staffers can use staffing functions to perform their business objectives. For my business, three metrics have been chosen to track the information of my company as well as the effectiveness, outcome, and satisfaction of my business. The parameters selected are brand-related metrics, staffing efficiency, and sourcing channel metrics.
Metric 1 of 3 – Branding-Related Metrics
The first is brand-related metrics. This particular parameter is used to calculate the savings cost. This setting is the cost that it takes to fill a specific position in your company. It also determines weakness and strengths of the company's brand by acknowledging what business objectives your company is achieving. To identify the brand metrics, they are quantified into four different categories. Behavioral parameters track what an employee can do to help not only promote the brand of the company but how to build from there. Second is Interactions metrics which follow the customers' interactions with the company's brand. Perception metrics track how the customers perceive the company's brand. Performance metrics check the clients' perceptions of the company's business impact. The many ways in which individuals find out about our business from non-employment related ads such as from our web page, referrals, television, and walk-ins are being placed together and calculated to show the cost savings that our company has received to fill the positions that we have available.
Metric 2 of 3- Staffing Efficiency Metric
The amount of resources that are used in order to perform the staffing process is a staffing efficiency metric. By using vendors or partners for staffing we are able to evaluate staffing efficiency. There are also chances where a staffing metrics can become stale. This happens mostly when seeing the cost of using IT, administration assistance, mail clerks and any other type of creative staff t.
The document provides guidance on how to become a data-driven recruiter by tracking key metrics related to recruiting costs and performance. It recommends calculating metrics like total recruiting costs, cost per candidate, cost per hire, and cost per hire by source to understand where budgets are being spent and what is effective. It also suggests prioritizing key performance indicators (KPIs) like time-to-hire and applications-to-hires ratio to optimize processes. Based on the data, budgets should be re-allocated away from ineffective sources and towards what is proven to work based on the metrics. Continuous measurement is important to identify trends and patterns to improve recruiting efficiency over time.
The document provides templates and checklists to help small businesses with their hiring process, including an intake meeting form, job description checklist, phone screening questions, and an on-site interview preparation checklist. It offers guidance and materials for effectively collecting information, writing job descriptions, screening candidates, and setting up on-site interviews.
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
The document provides templates and checklists to help small businesses streamline their hiring process from information collection and writing job descriptions to conducting phone screens, on-site interviews, evaluations, and onboarding. It includes forms for intake meetings, job descriptions, phone screening questions, interview preparation checklists, behavioral interview questions, and candidate evaluation forms. The templates are meant to guide small businesses through each step of the recruiting and hiring process.
The document provides templates and checklists to help small businesses with their hiring process, including intake forms, job descriptions, phone screening questions, and on-site interview preparation. It outlines the key stages of recruiting and hiring, and offers templates to collect important information at each stage to find the perfect candidate.
Recruiting yield ratios are key performance indicators that measure the efficiency of a company's hiring process by calculating the percentage of candidates who progress from each stage to the next. They can reveal problems like biases that cause some groups to drop out at higher rates. Analyzing yield ratios over time based on factors like gender, source of hire, or position can provide insights into how to improve fairness and efficiency. While useful, yield ratios need to be considered alongside cost data and may not tell much about a process with small candidate numbers.
Chapter 13 Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
Chapter 13 Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, “Most companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.”14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
· The percentage of hires for each job or job family coming from each recruiting source and recruiter
· The number of high-quality new hires coming from each recruiting source and recruiter
· The number of diverse hires coming from each recruiting source and recruiter
· The average time to start (by position, source, and recruiter)
· The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
· Employee job success by recruiting source and by recruiter
· Employee tenure by recruiting source and by recruiter
· Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a company’s ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firm’s long-term staffing system—for example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Drs 255 skills in job matching and placementpaulyeboah
The document discusses various strategies for identifying and hiring great employees, including:
1. Developing job matching patterns by evaluating top performers and creating profiles;
2. Managing employment interviews to directly observe candidates and assess skills;
3. Conducting pre-employment assessments to screen for abilities and personality fits.
Using objective assessments and clearly defining job requirements allows for a more strategic hiring process.
Talent Talk Webinar Maximizing Your Recruiting InvestmentDavid Freeman
You’ve got technology, practices and procedures in place. But are you realizing the full value from your recruiting efforts? Cytiva’s Senior Talent Management Consultant David Freeman counsels scores of clients who are only realizing a fraction of the value of their recruiting efforts. Let Mr. Freeman walk you through simple steps and strategies to help you get the most out of your recruiting investment. You’ll learn:
• Where to look for common financial leaks in your recruiting process
• How to manage your third party (agency) recruiting relationships
• How to leverage your recruitment advertising budget
Restricting the recruitment and selection.pptxRidaZaman1
The document discusses restructuring the recruitment and selection process. It defines recruitment as the process of hiring new staff, which involves understanding the need, analyzing job requirements, creating advertisements, and managing applications. Selection is qualifying applicants by separating qualified and unqualified candidates. The key is to align recruitment and selection so the recruitment efforts attract relevant applicants, making selection faster and increasing the chances of an ideal hire. This involves understanding business goals, competencies needed, and current employee skills to identify gaps and fill vacancies.
Lever is a modern recruiting software that aims to go beyond traditional applicant tracking systems by connecting the end-to-end recruiting process and all stakeholders involved. It provides full-featured applicant tracking, CRM capabilities, sourcing tools, reporting, and automation to make hiring more efficient and strategic. Customers report benefits like faster time-to-fill, increased response rates, and savings on agency fees from using Lever.
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
The document discusses effectiveness of recruitment and selection. It defines recruitment metrics as measurement standards used to gather, analyze, and present valuable information during the hiring process. Commonly used metrics include acceptance rate, quality of hire, time to fill, and retention rates. Metrics provide credibility and consistency to recruiters and help align recruitment strategies with organizational objectives. Key stakeholders in recruitment include line managers, recruiters, candidates, and senior management. Effective communication and decisive action are needed from all stakeholders to avoid delays.
HR analytics involves collecting and analyzing talent data to improve business outcomes. It enables HR leaders to make data-driven decisions to inform talent strategies, optimize processes, and promote a positive employee experience. Some common metrics used in HR analytics include time to hire, cost per hire, early turnover rates, time since last promotion, revenue per employee, engagement ratings, and costs associated with the HR function. Tracking these metrics provides insights into recruiting efficiency, employee productivity and retention, and the overall impact and efficiency of HR programs and processes.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
There are numerous HR publications that list a plethora of metrics that a HR department must track. But, are they ‘HR Metrics that Matter’?
What differentiates ‘HR Metrics that Matter’ with other nice to have HR metrics?
The answer is very simple! The metrics that cover strategic goals like productivity, innovation and revenue growth. Keeping tabs on strategic metrics gives you a clearer picture of how your business is doing in terms of talent management.
I am going to walk you through the best recruitment and performance related metrics.
The document outlines a 9-step data-driven talent acquisition process including tools and metrics to optimize each step. It discusses conducting an organizational needs analysis using a skills matrix, getting approval on job requisitions, performing a job analysis, determining selection criteria and methods, searching and attracting candidates using various metrics, running candidates through the selection process, making an offer and calculating the offer acceptance rate, onboarding new hires and tracking time to productivity and cost of getting to optimum productivity level, and finally evaluating the process using various turnover and satisfaction rates. The goal is to make talent acquisition more effective and efficient using data and metrics.
Staffing Metrics EvaluationRunning head STAFFING ME.docxwhitneyleman54422
Staffing Metrics Evaluation
Running head: STAFFING METRICS EVALUATION
1
STAFFING METRICS EVALUATION
14
Staffing Metrics Evaluation
There is a plethora of areas that staffing metrics covers. This functional area that is placed on any business/organization is used to provide an in-depth look at the trends of the performance and cost of any business. These patterns can either be done in short term or long term. Because of the various ways in which managers approach the many metrics available emphasis is placed more highly on multiple attributes. To ensure that you have a quality metric program it is an important to have much accountability in place. These can include productivity, cost, and risk. Metrics programs are a critical part of producing the staffing needs of the business. Metrics are used to help determine if the levels of staffing are able to work with the load it is given. With the way budget constraints are set up in all businesses it is important to have metrics that help to quantify the needs of your workload (Cohen, 2011). These metrics assure that these staffers can use staffing functions to perform their business objectives. For my business, three metrics have been chosen to track the information of my company as well as the effectiveness, outcome, and satisfaction of my business. The parameters selected are brand-related metrics, staffing efficiency, and sourcing channel metrics.
Metric 1 of 3 – Branding-Related Metrics
The first is brand-related metrics. This particular parameter is used to calculate the savings cost. This setting is the cost that it takes to fill a specific position in your company. It also determines weakness and strengths of the company's brand by acknowledging what business objectives your company is achieving. To identify the brand metrics, they are quantified into four different categories. Behavioral parameters track what an employee can do to help not only promote the brand of the company but how to build from there. Second is Interactions metrics which follow the customers' interactions with the company's brand. Perception metrics track how the customers perceive the company's brand. Performance metrics check the clients' perceptions of the company's business impact. The many ways in which individuals find out about our business from non-employment related ads such as from our web page, referrals, television, and walk-ins are being placed together and calculated to show the cost savings that our company has received to fill the positions that we have available.
Metric 2 of 3- Staffing Efficiency Metric
The amount of resources that are used in order to perform the staffing process is a staffing efficiency metric. By using vendors or partners for staffing we are able to evaluate staffing efficiency. There are also chances where a staffing metrics can become stale. This happens mostly when seeing the cost of using IT, administration assistance, mail clerks and any other type of creative staff t.
The document provides guidance on how to become a data-driven recruiter by tracking key metrics related to recruiting costs and performance. It recommends calculating metrics like total recruiting costs, cost per candidate, cost per hire, and cost per hire by source to understand where budgets are being spent and what is effective. It also suggests prioritizing key performance indicators (KPIs) like time-to-hire and applications-to-hires ratio to optimize processes. Based on the data, budgets should be re-allocated away from ineffective sources and towards what is proven to work based on the metrics. Continuous measurement is important to identify trends and patterns to improve recruiting efficiency over time.
The document provides templates and checklists to help small businesses with their hiring process, including an intake meeting form, job description checklist, phone screening questions, and an on-site interview preparation checklist. It offers guidance and materials for effectively collecting information, writing job descriptions, screening candidates, and setting up on-site interviews.
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
The document provides templates and checklists to help small businesses streamline their hiring process from information collection and writing job descriptions to conducting phone screens, on-site interviews, evaluations, and onboarding. It includes forms for intake meetings, job descriptions, phone screening questions, interview preparation checklists, behavioral interview questions, and candidate evaluation forms. The templates are meant to guide small businesses through each step of the recruiting and hiring process.
The document provides templates and checklists to help small businesses with their hiring process, including intake forms, job descriptions, phone screening questions, and on-site interview preparation. It outlines the key stages of recruiting and hiring, and offers templates to collect important information at each stage to find the perfect candidate.
Recruiting yield ratios are key performance indicators that measure the efficiency of a company's hiring process by calculating the percentage of candidates who progress from each stage to the next. They can reveal problems like biases that cause some groups to drop out at higher rates. Analyzing yield ratios over time based on factors like gender, source of hire, or position can provide insights into how to improve fairness and efficiency. While useful, yield ratios need to be considered alongside cost data and may not tell much about a process with small candidate numbers.
Chapter 13 Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
Chapter 13 Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, “Most companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.”14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
· The percentage of hires for each job or job family coming from each recruiting source and recruiter
· The number of high-quality new hires coming from each recruiting source and recruiter
· The number of diverse hires coming from each recruiting source and recruiter
· The average time to start (by position, source, and recruiter)
· The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
· Employee job success by recruiting source and by recruiter
· Employee tenure by recruiting source and by recruiter
· Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a company’s ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firm’s long-term staffing system—for example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Drs 255 skills in job matching and placementpaulyeboah
The document discusses various strategies for identifying and hiring great employees, including:
1. Developing job matching patterns by evaluating top performers and creating profiles;
2. Managing employment interviews to directly observe candidates and assess skills;
3. Conducting pre-employment assessments to screen for abilities and personality fits.
Using objective assessments and clearly defining job requirements allows for a more strategic hiring process.
Talent Talk Webinar Maximizing Your Recruiting InvestmentDavid Freeman
You’ve got technology, practices and procedures in place. But are you realizing the full value from your recruiting efforts? Cytiva’s Senior Talent Management Consultant David Freeman counsels scores of clients who are only realizing a fraction of the value of their recruiting efforts. Let Mr. Freeman walk you through simple steps and strategies to help you get the most out of your recruiting investment. You’ll learn:
• Where to look for common financial leaks in your recruiting process
• How to manage your third party (agency) recruiting relationships
• How to leverage your recruitment advertising budget
Restricting the recruitment and selection.pptxRidaZaman1
The document discusses restructuring the recruitment and selection process. It defines recruitment as the process of hiring new staff, which involves understanding the need, analyzing job requirements, creating advertisements, and managing applications. Selection is qualifying applicants by separating qualified and unqualified candidates. The key is to align recruitment and selection so the recruitment efforts attract relevant applicants, making selection faster and increasing the chances of an ideal hire. This involves understanding business goals, competencies needed, and current employee skills to identify gaps and fill vacancies.
Lever is a modern recruiting software that aims to go beyond traditional applicant tracking systems by connecting the end-to-end recruiting process and all stakeholders involved. It provides full-featured applicant tracking, CRM capabilities, sourcing tools, reporting, and automation to make hiring more efficient and strategic. Customers report benefits like faster time-to-fill, increased response rates, and savings on agency fees from using Lever.
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
The document discusses effectiveness of recruitment and selection. It defines recruitment metrics as measurement standards used to gather, analyze, and present valuable information during the hiring process. Commonly used metrics include acceptance rate, quality of hire, time to fill, and retention rates. Metrics provide credibility and consistency to recruiters and help align recruitment strategies with organizational objectives. Key stakeholders in recruitment include line managers, recruiters, candidates, and senior management. Effective communication and decisive action are needed from all stakeholders to avoid delays.
HR analytics involves collecting and analyzing talent data to improve business outcomes. It enables HR leaders to make data-driven decisions to inform talent strategies, optimize processes, and promote a positive employee experience. Some common metrics used in HR analytics include time to hire, cost per hire, early turnover rates, time since last promotion, revenue per employee, engagement ratings, and costs associated with the HR function. Tracking these metrics provides insights into recruiting efficiency, employee productivity and retention, and the overall impact and efficiency of HR programs and processes.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
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Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
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In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
2. Recruiting Metrics Cheatsheet 2
talent.linkedin.com
03 Application Completion Rate ›
04 Candidate Call Back Rate ›
05 Candidates per Hire ›
06 Cost of Hire ›
07 Employee Referrals ›
08 Fill Rate ›
09 Quality of Hire ›
10 Retention Rate ›
11 Satisfaction Rate ›
12 Sourcing Channel Effectiveness ›
13 Time to Hire (Time to Fill) ›
14 Turnover Rate ›
15 Printable Cheat Sheet ›
First off, here’s a big high five [slap] for being a part of a
growing small to mid-sized business (SMB). Even better,
here’s a double high five [slap, slap] for exploring ways you
and your team can measure your recruitment and hiring
efforts and its impact.
Now that you're at this stage of wanting to measure your
recruiting impact, you may be asking, “Where do I start, and
what metrics should I use to identify strategies and tactics
that work?”
Answer: Start with this Recruiting Metrics Cheat Sheet.
You can use it to:
• Review a list of 12 top recruiting metrics
• Learn how to calculate each metric
• Pick which metrics best align with your recruitment efforts
Welcome to the
Recruiting Metrics
Cheat Sheet
for Small to Mid-sized Businesses
Table of Contents
3. 1
Recruiting Metrics Cheatsheet 3
talent.linkedin.com
The application completion rate helps
measure the success of your job application
platform and process. It is based on the
number of candidate interactions with your job
applicant process and platform.
Why is this important?
If you have a low application completion rate, this may mean your candidates
are frustrated with your application process/platform resulting in an
abandoned job application. By identifying the reason(s) applicants decide not
to complete the application, you can work to optimize the process to increase
successful application submissions.
Some common reasons for low applicant conversion rates include:
• Too long of an application
• The questions are poorly organized and structured
• There are sensitive or personal questions
• There may be a technical issue with the platform
Application
Completion Rate
How to calculate it.
Application completion rate (%)
# of submitted job applications
Total # of job applications started
=
4. 2
Recruiting Metrics Cheatsheet 4
talent.linkedin.com
The candidate call back rate helps measure the
success of your recruiting efforts. It is based
on the number of return phone calls from the
candidates you had reached out to specifically
asked for a return call/message.
It takes the number of total candidates who
replied back from your initial recruitment
phone call and divides it by the number of total
recruitment outreach calls you’ve conducted. The
result gives you your candidate call back rate.
Why is this important?
Recruiting is a form of selling. You’re reaching out to candidates through phone
calls and emails to entice them to consider working for you and your company.
If you have a low candidate call back rate, this may mean your recruiting efforts
(introduction or recruiting pitch) may not be compelling enough.
Test different recruiting pitches or outreach tools (e.g. email, InMail, phone,
social media, etc.) to see if you are able to increase the low candidate call back
rate.
Candidate Call
Back Rate
How to calculate it.
Call back rate (%)
# of candidate return phone calls
Total # of candidate phone calls where
you asked candidates to call you back
=
5. 3 *Some companies use a benchmark of 3-4 interviewed candidates
before a candidate is hired.
Recruiting Metrics Cheatsheet 5
talent.linkedin.com
The candidates per hire metric helps measure
the effectiveness of your recruitment efforts. It is
based on the number of candidates the manager
interviews before one is hired.
Why is this important?
Hiring managers need to juggle and balance time spent on their day-to-day
job with interviewing candidates for open positions. By implementing a goal
around keeping to 3-4 interviews per open requisition, it will help:
• Save your hiring manager’s time interviewing
• Ensure the recruiter and hiring manager are aligned on what he/she is
looking for
• Gauge the effectiveness of the recruiter and interviewing team (e.g.
effective interviewing skills)
Candidates
per Hire
How to calculate it.
Candidates per hire*
# of candidates the hiring manager has
interviewed before a position is filled
=
6. 4
Recruiting Metrics Cheatsheet 6
talent.linkedin.com
Cost per hire helps measure the total spend
associated with recruiting to fill an open position.
It is based on the total recruiting costs invested
in finding and hiring candidates.
It takes the total costs spent on recruiting for your
open roles (e.g. recruiter fees, advertisements,
etc.) and divides the total cost by the number of
hires made from those recruitment efforts.
Why is this important?
Talent acquisition leaders and company executives face a time (at some point)
where they need to measure the return on investment. By calculating all of the
costs associated with filling a job, leaders can determine the average amount
spent to hire a new employee. This metric can then be used as a benchmark for
future hires. This helps guide the amount of investment to recruit for specific
jobs and help develop future hiring budgets/plans.
Cost per Hire How to calculate it.
Cost per hire ($)
Total internal costs + total external costs
Total # of hires
=
7. 5
Recruiting Metrics Cheatsheet 7
talent.linkedin.com
Employee referrals are when your employees
refer candidates to be considered for job
opportunities at the company.
Why is this important?
Research shows getting a referral is a cheaper and faster way to hire, generally
produces a better hire, and lowers the turnover rate at your company. This
is why many SMBs are implementing employee referral programs to entice
employees to refer people in their network.
Some impactful benefits for SMBs? You don’t have to pay traditional recruiting
costs to source them — such as posting an ad on a job board, agency fees,
etc. — and, because they’re faster to hire, it also means spending less on your
internal labor costs. In terms of saving time, according to a study by JobVite, it
takes 29 days on average to hire a referred candidate, compared to 39 days to
hire a candidate through a job posting or 55 days to hire a candidate through a
career site.
Employee
Referrals
How to calculate it.
Total # of referrals during a certain time period or per
open job requisition
8. 6
Recruiting Metrics Cheatsheet 8
talent.linkedin.com
The fill rate takes the total jobs filled by the
person, team, or recruitment channel and divides
the number by the total jobs assigned to that
person, team, or channel to fill.
Why is this important?
This is an interesting metric to use to decide whether your SMB should recruit
internally or use external agencies. For example, if you assign your internal
recruitment team to fill five positions and then allocate five to an external
staffing agency, you may find that your internal team filled four out of the five
positions (80% fill rate) whereas the agency may have filled less. In this case,
your internal recruitment team were more effective and has a better fill rate.
6 Fill Rate How to calculate it.
Total # of jobs filled
Total # of jobs assigned
Fill rate (%)
=
9. 7
Recruiting Metrics Cheatsheet 9
talent.linkedin.com
Measuring quality of hire helps you measure the
value employees bring to your company. Quality
of hire includes many metrics that can vary for
different businesses. In some cases, it includes
factors like retention, cultural fit, management
abilities, etc.
The first step to measuring quality of hire is
aligning with leadership to define the factors that
make up a quality hire at your company. When
evaluating a hire, their performance in each factor
or indicator (e.g. job performance, ramp-up time,
cultural fit, etc.) is scored on a scale of 1 (poor) to
100 (excellent).
Why is this important?
Particularly for SMBs, hiring quality employees means less turnover, more
productivity, better culture, and greater overall success for the company. By
continuously measuring quality of hire, you can keep a pulse on the health of
your employee base and restructure your recruiting process as needed.
Quality of Hire How to calculate it.
Job Performance score + Ramp-up Time score
+ Engagement score + Cultural Fit score
N *
Quality of Hire
=
* N = number of factors or indicators
10. 8
Recruiting Metrics Cheatsheet 10
talent.linkedin.com
Employee retention rate measures the ability of an
organization to retain its employees.
It takes the number of employees who left their
job during a certain time period and divides this
number by the total number of employees during
this same time period.
Why is this important?
SMBs use retention rate to show the stability of their growing workforce.
Combined with turnover rate, you can also track the departures (voluntary
or involuntary) of employees who joined and then left during the specific
time period.
Retention Rate How to calculate it.
# of individual employees who remained
employed for entire measurement period
Total # of employees at start of measurement
period
Quality of Hire
=
11. 9
Recruiting Metrics Cheatsheet 11
talent.linkedin.com
Satisfaction rate refers to the hiring manager’s
satisfaction of candidates interviewed. It can
also include the satisfaction of the candidate’s
interview experience.
Why is this important?
A simple way of measuring performance is by understanding how satisfied your
hiring managers or candidates are with the recruiting experience. By collecting
feedback, you’ll be able to identify how you improve the process.
Satisfaction
Rate
How to calculate it.
There are different ways to calculate satisfaction rates. For example, you can:
1. Create a satisfaction survey
2. Provide a scoring range for each of the survey’s questions for the hiring
manager or candidate to rate (e.g., 1 (poor) to 100 (excellent))
3. Then, calculate the results to generate a satisfaction rate
12. 10
Recruiting Metrics Cheatsheet 12
talent.linkedin.com
Sourcing channel effectiveness measures how
much each of your sourcing channels (e.g.,
job boards, recruitment ads, sourcing tools,
professional social networks, etc.) are contributing
to your pool of potential candidates.
Why is this important?
For SMBs, wasting time is a huge pitfall. By measuring sourcing
channel effectiveness, you can see the channels that are producing
candidates and hires (quantity and/or quality) vs. those that aren’t.
This data helps inform your decision to invest less in poor producing
channels that may be wasting your time and money.
Sourcing Channel
Effectiveness
How to calculate it.
For quantity, count the number of candidates generated from
the channel during a given timeframe and compare which
channel is producing the most candidates.
For quality, take the same steps but focus counting the number
of "quality" candidates that were generated from the channel
during a given timeframe.
13. 1
1
Recruiting Metrics Cheatsheet 13
talent.linkedin.com
Time to hire (or otherwise known as “time to fill”)
is the amount of time it takes to hire a candidate
for a role.
Why is this important?
Time to hire gives the recruiting team and company insight into whether they
are spending too much time in recruiting which can equate to higher cost
per hire figures. It helps reveal time consuming and the most costly variables
associated with filling a position. For example, higher time to hire may be the
result of inefficient and ineffective recruitment practices. This would be an area
where optimized strategies can be introduced to improve time to hire.
Time to Hire
How to calculate it.
Measure the time to hire from start to end of the recruiting to hire process.
NOTE:
The start time to measure time to hire begins the day the job requisition is
opened (or the day approval is given to start filling a position). The end time can
be any of the following:
• When an offer is made
• When an offer is accepted
• The first day the new employee starts the job
14. 12
Recruiting Metrics Cheatsheet 14
talent.linkedin.com
Turnover is a result of employees leaving their
job from things like termination, resignation, job
abandonment, etc.
Why is this important?
Studies show that refilling open positions due to turnover can be much more
expensive than focusing on filling new roles for a company. High turnover rates
can prompt you to dig deeper to understand:
• Does a department or manager experience higher turnover than others?
• Is the high turnover due to voluntary or involuntary departures?
• Is turnover high at certain times of the year?
Turnover Rate How to calculate it.
# of employees who turned over during the
measurement period
Total # of employees during the same
measurement period
Turnover rate (%)
=
15. Recruiting Metrics Cheatsheet 15
talent.linkedin.com
12 Recruiting Metrics
Printable Cheat Sheet
Print the following cheat sheet to quickly reference to all 12 metrics on 1 page!
Keep it on your desk or in your back pocket.
16. 1 7
8
9
10
11
12
3
5
6
2
4
Application
Completion Rate (%)
Quality of Hire
Retention
Rate (%)
Satisfaction
Rate (%)
Sourcing
Channel
Effectiveness
Time to Hire
Turnover Rate
Candidates
per Hire
Employee
Referrals
Fill Rate (%)
Candidate Call
Back Rate (%)
Cost per Hire ($)
Recruiting Metrics Cheatsheet 16
talent.linkedin.com
# of submitted job applications
Total # job applications started
=
Total jobs filled
Total # of jobs assigned
=
# of candidates the hiring manager has
interviewed before a position is filled
Track number of referrals during a certain
time period or per open job requisition
=
=
# candidate return phone calls
Total # of phone calls you made to
candidates requesting a call back
=
Total internal costs + total
external costs ($)
Total # of hires
Job Performance score + Ramp-up Time score
+ Engagement score + Cultural Fit score
N (# of indicators)
# of individual employees who remained
employed for entire measurement period
Total # of employees at start of
measurement period
• Create a satisfaction survey
• Provide a scale for each of the survey’s
questions for candidates to rate.
• Calculate the results to generate a
satisfaction rate.
Count the number of candidates from
the channel during a given timeframe
and compare which channel is
producing the most (quality / quantity)
candidates.
Measure the time to hire from start to
end of recruiting and hiring process.
=
=
=
=
=
=
=
# of employees who turned over during the
measurement time period
Total # of total employees at start of
measurement period
17. Recruiting Metrics Cheatsheet 17
talent.linkedin.com
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