What are Recruitment Manager metrics? Finding the right Recruitment Manager 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 Manager 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 Manager 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. Daily Call Logs The number of calls made or received in a day logged for performance assessment
What good looks like for this metric: 100 calls per day
Ideas to improve this metric Set daily or hourly call targets Use scheduling tools to manage call times Incorporate script templates to shorten call times Develop listening skills to enhance understanding Regularly review call outcomes for feedback 2. LinkedIn Reach Outs The number of professional connections and messages sent over LinkedIn to potential clients or partners
What good looks like for this metric: 20 reach outs per day
Ideas to improve this metric Create personalised messages for each connection Leverage mutual connections for introductions Join relevant LinkedIn groups for expanded reach Post relevant content regularly to increase visibility Set aside dedicated time each day for LinkedIn activities 3. Cost Effectiveness The ratio of incentives offered to overall recruit expenses to ensure cost efficiency
What good looks like for this metric: Incentives below 30% of overall costs
Ideas to improve this metric Review and adjust incentive plans regularly Seek alternatives like recognition programs instead of financial incentives Analyse cost-benefit of current incentive structures Negotiate better terms with vendors or service providers Implement performance-based incentives 4. Task Completion The percentage of tasks completed on time, indicating productivity
What good looks like for this metric: 95% task completion rate
Ideas to improve this metric Prioritise tasks using a ranking system Break larger tasks into smaller, manageable steps Utilise project management tools to track progress Set tight deadlines and adhere to them Delegate tasks where possible to ensure efficiency 5. Onboarded Recruits The number of new hires successfully onboarded within a specified time frame
What good looks like for this metric: 5 new recruits onboarded per month
Ideas to improve this metric Streamline onboarding documentation processes Provide detailed training sessions for recruits Ensure all team members are prepared to support new hires Offer feedback sessions to address recruit difficulties Regularly update onboarding procedures
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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 Manager 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.
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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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