What are Recruitment Efficiency metrics? Finding the right Recruitment Efficiency metrics can be daunting, especially when you're busy working on your day-to-day tasks. This is why we've curated a list of examples for your inspiration.
Copy these examples into your preferred tool, or adopt Tability to ensure you remain accountable.
Find Recruitment Efficiency metrics with AI While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Recruitment Efficiency metrics and KPIs 1. Cost per hire Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric Optimize job advertisement placements Leverage employee referrals Automate parts of the recruitment process Negotiate better rates with recruitment agencies Enhance employer branding 2. Time to fill Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric Streamline the interview process Implement applicant tracking systems Pre-screen candidates effectively Improve job descriptions Build a talent pipeline 3. Quality of hire Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric Enhance candidate assessment methods Use behavioural interviewing techniques Improve onboarding processes Encourage ongoing employee development Gather and act on feedback from new hires 4. Retention rate Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric Improve company culture Provide career development opportunities Offer competitive salaries and benefits Enhance employee engagement Conduct stay interviews 5. Offer acceptance rate Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric Ensure competitive compensation packages Communicate clear career growth opportunities Build a strong employer brand Maintain a consistent and engaging recruitment process Gather feedback from candidates who decline offers
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1. Time to Fill The average number of days it takes to fill a position from when it was opened until offer acceptance
What good looks like for this metric: 42 days
Ideas to improve this metric Streamline the interview process Improve job advertisements Enhance employer branding Use employee referrals Implement applicant tracking systems effectively 2. Quality of Hire Measures the value a new hire adds to the company based on performance reviews and retention
What good looks like for this metric: Performance ratings of 3 out of 4
Ideas to improve this metric Define quality hiring criteria Use structured interviews Conduct thorough reference checks Improve onboarding processes Foster continuous feedback mechanisms 3. Offer Acceptance Rate The percentage of job offers that are accepted by candidates
What good looks like for this metric: 90% acceptance rate
Ideas to improve this metric Ensure competitive salary offers Highlight company culture Communicate career advancement opportunities Build strong relationships with candidates Address candidate concerns promptly 4. Candidate Satisfaction A score that represents how pleased candidates are with the recruitment process
What good looks like for this metric: 80% satisfaction rate
Ideas to improve this metric Provide clear communication throughout the process Simplify the application process Offer timely feedback Ensure a positive interview experience Follow up regularly with candidates 5. Cost Per Hire The average cost spent to hire a new employee, including advertising, staffing agency fees, referrals, and more
What good looks like for this metric: $4,000
Ideas to improve this metric Utilise cost-effective recruitment channels Minimise agency fees with direct hiring Encourage employee referrals Revisit and optimise recruitment processes Monitor marketing and advertising spend
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1. Time to fill Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted
What good looks like for this metric: 30-50 days
Ideas to improve this metric Streamline the interview process Utilise automated applicant tracking systems Refine job descriptions Leverage recruitment agencies Enhance employer branding 2. Offer acceptance rate Percentage of job offers accepted by candidates out of the total offers made
What good looks like for this metric: 85-95%
Ideas to improve this metric Ensure competitive compensation packages Improve the candidate experience Communicate career growth opportunities Engage with potential hires pre-offer Conduct market research on industry standards 3. Employee retention rate Percentage of employees who remain with the company over a specified period
What good looks like for this metric: 85-90% annually
Ideas to improve this metric Enhance onboarding processes Implement employee engagement initiatives Offer continuous training and development Foster a positive work culture Provide clear career advancement paths 4. Diversity ratio The ratio of employees from diverse backgrounds compared to the total workforce
What good looks like for this metric: Varies by industry and location
Ideas to improve this metric Create inclusive hiring practices Support employee resource groups Offer unconscious bias training Monitor and report on diversity metrics regularly Engage with diverse recruitment sources 5. Employee engagement score Measurement of how engaged and satisfied employees are with their work environment
What good looks like for this metric: 65-85%
Ideas to improve this metric Conduct regular employee surveys Act on feedback received from employees Implement work-life balance initiatives Encourage open communication Recognise and reward employee contributions
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Tracking your Recruitment Efficiency metrics Having a plan is one thing, sticking to it is another.
Having a good strategy is only half the effort. You'll increase significantly your chances of success if you commit to a weekly check-in process .
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
More metrics recently published We have more examples to help you below.
Planning resources OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:
Tability's check-ins will save you hours and increase transparency
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