1. TOP 10 RECRUITING
METRICS TO
IMPROVE TALENT
ACQUISITION.
Improve the ROI of
your hiring efforts
by using these ten
metrics.
A publication of
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2. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION2
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3. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION3
Candidate.Guru
When it comes to evaluating job candidates, a hiring manager who
Introduction.
has mastered data is a powerful force. Having analytics in your
professional toolbox will help you make smart hiring decisions and build
strong and productive teams. Who doesn’t want that?
Quite often, hiring managers limit their application of data to reporting
on basic metrics out of the context of the recruitment strategy as a
whole. The biggest mistake you can make is to generate reports that
aren’t going to be used as opportunities to improve the effectiveness of
your hiring efforts. To avoid this, all you need is to have your list of
metrics and the right tools to get started.
This guide will walk you through the ten critical recruiting metrics you
should be tracking if you want to advance and simplify your hiring game
(and ultimately attract the best talent).
Let’s get started.

4. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION4
Candidate.GuruFWWW.
Time-to-Hire
Time-to-hire measures how long it takes to fill the position once the
job requisition has been approved by HR. Traditionally, organizations
strive to reduce time-to-hire so they can decrease cost-per-hire.
However, If you think that the sooner the position is filled, the better,
you are wrong. Recruiting is not a race, and careful evaluation of
every candidate’s skills and ability to successfully perform the job
should be your top priority. And, in addition to understanding how
long it takes to fill a position, time-to-hire should be used in the
context with the quality of hire.
Quality of Hire
This metric is one of the most important indicators of your hiring
success. Much like estimating Customer Lifetime Value (CLV) in
understanding the effectiveness of your customer acquisition efforts,
quality of hire provides an invaluable insight as to your top
performers and ways in which you can get the most out of your
recruiting investment. Additionally, by outlining the attributes of a
successful candidate, quality of hire points you in the direction of
acquiring people who are right for your team and who will work well
with you as their direct supervisor.

5. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION5
Candidate.GuruFWWW.
Cost of Hire
While the quality of hire is used to predict successful candidates,
the cost of hire is a great asset in planning your hiring budget.
Consider all costs involved with filling the position, from advertising
and recruiting expenses to the administrative costs associated with
placing candidates. Utilizing smart hiring platforms and data mining
tools will help you automate the process and decrease the cost of
hire while allowing you to focus on identifying your next top
performer.
Number of Resumes Per Role
This is one of the newer metrics in today’s HR. Knowing how many
resumes you receive per role will help you forecast how many total
applications you need to generate in order to get a hire. More
specifically, it helps you understand your conversions for the
specific position. For example, 1000 individuals will see a job post,
200 will begin the application process, 100 will complete the
application, 75 of those 100 resumes will be screened out by your
recruiter, and only 25 resumes will be seen by you
(Talent Function Group LLC). Keep in mind, each corporate job
opening receives on average 250 resumes (ERE), so use this
number as a benchmark to predict the volume of applicants for a
given position.

6. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION6
Candidate.GuruFWWW.
The number of candidates who do respond to your inquiries largely
depends on where they are in their job search. Knowing how long
they have been in their current position helps to determine whether
or not contacting them is worth the effort. Normally, people are more
likely to leave their jobs after their first, second and third year at a
company (Entelo), so you may find these candidates responding
more frequently than the applicants who have been with their
present employer longer.
Wonder why your candidates keep ignoring your recruiting emails?
If you are sending plenty of messages and getting no response,
perhaps it’s time to re-evaluate your follow-up strategy! Make sure
that your subject lines are compelling and personalized, the body of
your email is written in simple and concise language and every
message has a clear call to action. Avoid thick borders, fancy
templates, and lots of links. This will keep your recipients focused on
the content. If your candidates are still not responding (or they don’t
even open your emails), calling them to determine if they are still
interested in the position would be your next logical step.
Number of Candidate Responses
Number of InMails/Emails Sent Out

7. ientsLL
THE 10 RECRUITING METRICS TO IMPROVE YOUR TALENT ACQUISITION7
Candidate.GuruFWWW.
Number of Active Candidates in Play
Active candidates are those who believe that it’s important to keep a
pulse on the job market in order to advance their careers. Today’s
recruiters prefer hiring active candidates because they are more
motivated and are more likely to succeed than their passive
counterparts. You want to keep the number of active candidates in
the mix high because these are the people who 1) embrace the
change, 2) are easier to convince to even consider a job opportunity,
3) are less likely to expect to be paid more than those candidates
who are contacted by a recruiter about an opportunity. If you are all
about watching your bottom line, pay attention to your active
candidates first!
Offer Acceptance Rate
Often you spend time and money finding quality candidates only to
realize that the best ones have turned your offer down. The offer
acceptance rate provides an insight to the success of your efforts in
getting the candidates you want. A low acceptance rate may be
attributed to low compensation, unappealing job description, lack of
benefits or any other factors. Keeping this rate in check will help you
understand what in the advertised role seems unappealing and what
can be done to position the opening more effectively in the job
market.

8. ientsLL
THE 10 RECRUITING METRICS TO IMPROVE YOUR TALENT ACQUISITION8
Candidate.GuruFWWW.
This metric determines your ability to convert top candidates from
that juicy 75% of the workforce that are currently employed, but open
to exploring new opportunities. Thanks to the fast development of
new, cutting-edge technology, selecting elite candidates and
grabbing their attention is now easier than ever. All you need to do is
download our Chrome extension, select candidates that you think will
be worthwhile your hiring efforts, sit back and let the smart algorithms
confirm who you should invite in for an interview.
Hire Ratio After 1 Year (aka New Hire
Churn Rate)
Last but not least, understanding the employee turnover rate is
essential to projecting your hiring costs. Assume that workers add little
value in the first year. Knowing your new hire churn rate will help you
calculate average costs related to those who left in the first year. That
includes hiring costs, salary, training and benefits. The basic formula
for calculating hire ratio after 1 year is:
# of individual employees who remained employed for the first year /#
of employees at start of the first year) x 100
Passive Candidate Conversion Rate

9. ientsLL
THE 10 RECRUITING METRICS TO IMPROVE YOUR TALENT ACQUISITION10
Candidate.Guru
Now that we’ve identified major metrics in the hiring process, all you
need to do is sharpen your pencils and create some of the important
numbers of your own as they pertain to your industry and the nature of the
business. Understanding how these metrics relate to your management style
in the context of the qualities you are looking for in your candidates will
determine the strategy for your hiring activities.
Keeping track of these metrics is important not only from the reporting
perspective. Leveraging them as a powerful tool for planning your strategy
will increase your recruiting ROI and help avoid costly hiring mistakes.
Conclusion.

10. ientsLL
TOP 10 RECRUITING METRICS TO IMPROVE TALENT ACQUISITION11
Candidate.Guru
PFWP
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