If you have not received the newsletter for the past few weeks, our apologies. We had a server technical glitch that prevented distribution to many of you. It has now been fixed and we are back on schedule with our weekly newsletter delivered each Wednesday.
To read the past issues you may have missed, please click on this link
Useful measures should be as easy to understand and as simple as they can possibly be. They should also answer a question that someone cares about and they need to be ones that you have influence or control over the outcome.
Unfortunately, many of the most common recruitment metrics do not meet these requirements. Most of us report metrics because they are expected or required or because our boss needs them.
Here are the 10 recruitment metrics that are frequently used or cited.
Time to accept
Time to source/Time to hire
Time to present a qualified candidate
Quality of hire (Attrition in 12 months)
Submittal to hire
Submittal to acceptance
Reqs per recruiter
Hires per recruiter
Source of hIre
Cost per hire
Many of these may be useful for improving the recruiting process but they do not provide information on the effectiveness of the recruitment team. It is doubtful that hiring managers or leaders care about how many requisitions a recruiter has or how many hires an individual recruiter makes. They are (or should be) looking at the overall efficiency and effectiveness of the team. Cost may be relevant in extreme cases, but generally is an insignificant issue.
The metrics I find most relevant to a leader are the time to present a qualified candidate, the accept ratio, and quality of hire based on performance over several months and linked to hiring criteria such as degree, experience, or source of hire.
Here are some articles that discuss metrics and present different approaches
Metrics & Measures for Recruiting
Dr. John Sullivan is a well-know commentator on corporate recruiting. In this article he talks about an entirely different set of measures than I hav mentioned. This underlines the wide range of of areas that can be measured.
Here is a PDF list of some standard measures used in recruiting with definitions.
A data-driven culture is a must-have for organizations. In this article, we’ll discuss the relevance of recruiting metrics.
I recommend the podcast below to get a very different perspective on recruitment metrics that really matter.
In this episode Matt Alder talks to Hayke Tjemmes from Wehkamp about building data models to measure and improve the candidate experience
Some Different Views
Here are two articles discussing metrics in general and how we may be mislead by overly relying on measurement, dashboards and the like.
I highly recommend you read these as they offer rare and different perspective that is valuable.
Data sciences and technology could, and must, play a vital role. But they haven’t earned the right to be considered an end in themselves. They represent potentially valuable tools, ideally in the hands of experienced, inquisitive practitioners, who uniquely appreciate the subtleties of their domain.
Seth Godin’s Blog on marketing, tribes and respect
About This Newsletter
Hand curated articles, videos, podcasts, and other media on the future of work, talent, recruitment, and learning. If you find this useful, please share on Twitter. You can always reach me at firstname.lastname@example.org.