This document discusses the importance of selecting high impact recruiting metrics for organizations. It provides examples of predictive, real-time, and historical metrics that companies can use to measure recruiting performance, including time-to-fill, acceptance rates, cost-per-hire, and turnover of new hires. The right metrics can help drive recruiting behaviors and quantify the financial impact on business goals. While data is easy to collect, organizations must carefully choose meaningful metrics to monitor and make data-driven decisions.

1. High Impact Strategic Recruiting Metrics
Finding & Hiring Quality Talent has never been more critical
Competition, Economic Uncertainity, and High Costs
mean that you’ve got to make sure you
recruit the right people for business success
To get a good talent in place organizations make blue prints of apt hiring metrics
Which are the ones that matter to establish a good hire versus a bad hire?
Knowing the difference between
your Data and your Metrics
Metrics are only valuable if you can manage to them
Analyzing the data is the easy part
The hard part is deciding what data
matters. Apt metrics can drive specific
recruiting behaviours & measure accurate
results with a quantifiable performance impact
Right metrics can enable a focus on the
causes and not the symptoms of
recruitment success
A Good Recruiting Metric Should be Capable of
Telling a Story
Selling Initiatives, Supporting funding
requests
Confirming or Debunking Assumptions
Benchmarking Performance & Results
Establishing Expectations
Determining ROI
Data Driven Decision Making
The matrix of metrics that is best suited for any organization
depends on a range of aspects involving its business goals. While
a one size fits all approach is ill advised, the set of strategic
and tactical metrics exhibited below provide a good construct for
forward looking organizations to quantify the
financial impact of their hires
Recruiting Metrics That Matter
Predictive Metrics
% Hires by
Need Date
Employer Brand
Strength Time to Hire
Performance Impact
of New Hire
Diversity Hires
in Leadership roles
Time-to-Fill by exempt/non-exempt reqs
Recruiting
However, hiring metrics are many
Turnover Rate Hiring - Manager Satisfaction
Sourcing Channel Mix
Candidate Experience Quality of Hire
You can’t pick your data but you must pick
The recruiting function becomes its metrics
Metrics are what you measure
And what you measure is what
Beware of the Vanity Metrics
They are like dandelions - may
look pretty, but like weeds- use
up key resources and add
1
2
3
4
5
6
7
Hiring Manager
Satisfaction
Recruiters Cost
Ratio
from a study by the Newman Group & ERE
Offer -to-Accept ratio
Interview-to-Offer ratio
Decline-to-Offer ratio
Diversity
Onboarding & Retention
Managing Talent
your recruiting metrics
Metrics are proxies for what
ultimately matters & some
metrics are more equal than
others.They should provide the
ability to slice data in new ways
to quantify bottom-line impact
3.5x 2.0x 5.5x
2.5x 1.9x 4.4x
2.2x 2.1x 4.3x
2.4x 1.8x 4.2x
2.1x 2.0x 4.1x
2.1x 1.8x 3.9x
1.8x 1.6x 3.4x
Employer Branding
Top Recruiting Metrics
Performance Management
Developing Leadership
Studies reveal that 65% of the time
the hiring process is the deciding
factor whether we onboarded an
average hire or a great hire.
you manage to
no value
RG PM TI Enhancing Employee Engagement
RG: Revenue Growth; PM: Profit Margin; TI: Total Improvement
F
H
inancial impact of hiring a top
performer is 10 - 100x the
persons compensation
iring a single top performer has
the potential for adding $ 1 M
to $ 10 M to a company’s
revenue each & every year that
the new hire stays with the firm
Cost to Hire
Time to Fill
Acceptance Ratio
Reqs/Recruiter
Time to Fill
No of Hires/Period
Cost of Hire
Functional Time-to-Fill
Internal Placement Percentage
Research conducted by Boston Consulting Group demonstrated
that recruiting has the highest business impact on profit of any
talent management function
70%
69%
60%
57%
47%
47%
45%
44%
35%
33%
29%
Real-Time Metrics
Labor Costs
Sourcing ROI
New Hire
Failure Rate
Talent Opportunity
Forecast
Level of
Candidate
Availability
Recruiter
Competition
Unemployment
Rate
Quality of Hire
Referral Hires
Cost of Vacancy % of Hard to Fill
Roles
Offer Acceptance Target Firm Hires
rate
Turnover of New
Hires
Historical Metrics
Top Benchmark Firms with Best-in-Class
Metrics Driven Recruitment Practice
Source/Credits
Author
Pradeep Sahay
www.ere.net- Dr John Sullivan
blogs.hbr.org - Know the difference between Data & Metrics
www.dullesshrm.org - Recruiting Metrics
JoemanjiArts/Shutterstock