Recruiter Dashboard Metrics

A recruitment dashboard shows you how your recruitment funnel is doing through a visual compilation of data-driven analytics, reports, as well as key performance indicators (KPIs). Budget, campaigns, hires, and applications are all part of this data.

Your company will be able to enhance sourcing to locate the best applicants for the roles you are hiring for, create innovative tactics and strategies, and lower recruitment expenses with the use of these analytics. Read on to learn which key metrics to visualize on a recruiting dashboard.

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Recruitment KPIs: What Are They?

Business measurements called recruitment KPIs assist HR professionals in streamlining the hiring process, enhancing performance, and increasing efficiency. HR teams stand a greater chance of achieving their recruiting objectives by making wise strategic choices with the use of real-time insights. Such measures are essential to building a solid HR process and, ultimately, ensuring the businesses' resources and processes are sustainable.

The Significance of Evaluating Hiring and Selection Procedures

Finding important indicators for recruiting and selection that can be used to gauge the effectiveness of the hiring process can be difficult for human resources professionals. The only way to enhance and optimize these internal processes, though, is through automation. Even a basic analysis can generate suggestions for enhancement to produce immediate effects. For instance, shortening the hiring process can improve financial results since the business loses money each day a position is open.

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The Ten Most Significant Hiring KPIs

A key component of any recruitment plan should be hiring metrics, which allows you to track the hiring process and progressively implement changes. A dashboard that contains some of the key metrics is the most effective method to do this. These metrics include:

1. Time-to-Hire

The time-to-hire is the amount of time needed to select, screen, and recruit a new employee. It begins from the time a candidate applies until they get an offer. This metric assesses the effectiveness of the hiring process, which includes vetting resumes, administering tests, and conducting interviews. It may highlight problems, but it primarily aids in defining and honing the approach. The typical time taken to hire ranges from 14 to 63 days, according to Hire Vue, based on the industry. This is one of the easiest calculations and it involves counting the days between the application submission date and the start date.

2. Proportion of Applicants Quitting within the First Year

It can be expensive for the company when an employee decides to quit a company, and a greater departure rate may indicate a toxic workplace. Furthermore, if resignations are occurring during the first year of employment, there are probably deeper problems at play, such as unreasonable job expectations, a bad work environment, etc. By dividing the number of employees that depart before their first anniversary by the total number of staff who left over the same period, you can get the leaving rate during the first year. If the outcome is positive, carefully examine the hiring procedure, induction, and even the whole company culture to determine where you can make improvements.

3. Number of Interviews Conducted Before Hire

It's crucial to hold the correct number of interviews to identify the ideal applicant because they require a lot of time. Nothing more or less. You'll have a better understanding of how many applicants you need, how many should take part in each round of interviews, whether you are able conduct some over the phone, etc., if you have an average number in mind.

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4. Job Recruiter Contentment

As the effectiveness of the recruiting process hinges on the recruiters, the organization should also keep an eye on their health. Ask your recruitment professionals how happy they are and then compute an average. Allow them to comment or offer extra comments so you can do better moving forward.

5. Number of Qualified Candidates for Each Vacancy

The higher the number of applications a company receives the better, as this gives the employer a wider range of candidates from which to choose. However, obtaining a large number of unqualified individuals is obviously a waste of the recruiter's time. A high proportion of unsuitable applications is another indication that the positions have not been properly advertised. The best way to determine if there is a problem is to look at the ratio of eligible applicants to open positions. In other words, the quantity or proportion of applicants who meet the requirements for the position.

6. The Cost of Hiring

Anytime a company hires a new employee, it must make an investment inform of time, human resources, money, etc. You must be aware of your spending if you wish to manage your recruiting costs. Calculate the total average cost of hiring in addition to the cost based on the candidate's level of expertise in order to determine whether quality is directly correlated with the amount of money invested during the hiring process.

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7. Quality of the Recruitment Source

This is one of the most crucial recruiting KPIs because it gauges the effectiveness of each source used to find applicants (LinkedIn, job portals, etc.). Perhaps one gives you 50 CVs or resumes, but only two of them are appropriate, while another one sends you 25 CVs, but 10 of them might be a fit. You can target the sources that produce the best outcomes using this information to maximize the company's investment. How can you evaluate a source's credibility? By figuring out which applicants have moved on to later phases of the shortlisting process and where they submitted their first applications. Divide the number of qualified applicants from each source by the total number of applicants who used this route once you have these numbers. You'll have a ratio to compare as a result.

8. Candidate Contentment

Evaluating candidate satisfaction entails gauging candidates' feelings and experiences throughout the application process. The likelihood that professionals won't deliberately give up midway through the procedure increases with their satisfaction during the recruitment process. After the selection process, you can give participants a survey asking them to assess their level of satisfaction from 1 to 10. This will help you collect this data. You may track the average you receive from this over time.

9. Percentage of Incomplete Applications

It's not unusual for some applicants to start an application and then abandon it for some reason. If you discover that a substantial percentage of your applications are incomplete, it's possible that your registration procedure is simply too drawn-out. Take care to keep the number of incomplete applications under control because you don't want to miss out on talented candidates. The ratio is calculated by dividing the total number of applications received by the total number of applicants who began an application.

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10. Acceptance Rate for Offers

The hiring procedure involves two parties, and not all bids are accepted. Even while we can't guarantee success, a high number of prospects turning down a final offer should be taken as a red flag. As a result, one KPI to keep an eye on is the offer acceptance rate. To get the rate, simply divide the number of accepted bids by the total number of offers made.