Determine the right recruitment metrics to drive success
The standard set of metrics your company uses to manage and improve the hiring process will differ from other firms depending on company goals, industry, and many other factors.
However, in the Attract phase, there are key KPIs every recruiter should monitor consistently.
Source of applicant
This metric tells you where the candidates who apply to your jobs online are coming from – e.g. LinkedIn, organic sources, a specific job board, or referrals – and where you may or may not want to divert more of your efforts or spend.
Application completion rate
The number of candidates who start an application and submit it for your consideration. If this rate is low, you have the opportunity to improve it by streamlining your application process.
Social and paid ad click-through rates (CTR) and cost per click (CPC)
How engaging is your ad copy? Do your ads include a clear and compelling call to action (e.g. “apply for this job”)?
Average time on page
This metric tells you how long candidates are spending on your website or job listings. Learn if your content is engaging or if you need to change things up. Should you be more concise? Is the topic resonating?
If you’re only broadcasting positions, then that’s all you do. Instead, look to attract candidates by sharing information about specific segments and skill sets and using this thought leadership to build a community.
Whatever you’re doing for any of these different elements, whether it's emails from your database, whether it’s social, whether it’s paid – you’ve always got to be thinking, 'How relevant is the way that I broadcast, and what I broadcast, to the talent I’m seeking?'
Explore the Connected Recruiting phases
Attract and convert more applicants
The Attract phase of the talent lifecycle is all about streamlining your application process and tailoring your brand to offer a memorable experience — from their first interaction with your website to your application follow-up.
Meet candidates where they are
The Engage phase of the talent lifecycle is all about knowing your audience. Do you have enough information about all the candidates in your database to be able to deliver the right message, at the right time, in the right channel, for the right opportunity?
Take the busywork out of onboarding
The Onboard phase of the talent lifecycle is all about checking the administrative requirements while delivering a positive candidate experience (in the lead up to their first day and throughout their assignment).
Increase redeployment and candidate satisfaction
The Nurture phase of the talent lifecycle is all about building long-term relationships, making the most of your existing database, and leveraging reviews and referrals, to ultimately build a talent community.