What are the Important Metrics in the Recruitment Process?

What is meant by recruitment metrics is a measurement used to collect, analyze, or track the success of a particular recruitment process.

In addition, the metrics in the recruitment process are also able to optimize this process so that it can provide a greater opportunity for a company to get maximum results.
Some Important Metrics in the Recruitment Process
A company that wants to carry out the process of recruiting new employee candidates is said to be required to have a measurable recruitment target, with accurate data to track the performance of this process from start to finish.

Therefore, several metrics in the recruitment process are very important to be known by HRD staff who actually have the task of finding new employees that match the company’s needs. To help you understand these metrics, we explain them one by one below:

1. Source of Hire

This one metric is said to be the metric that must be prioritized because it is the most important metric. Source of hire itself means information related to the percentage of employees and candidates who enter the talent pipeline from each recruitment source you use.

In this case, the Source of hire metric can be divided into 2 categories, including:

Internal sources, refer to each candidate hired from within a particular organization.
External sources, refer to any candidate who is indeed sought and hired from outside a particular organization.

2. Time to Fill

Similar to the previous metrics, the time to fill metric is also one of the metrics in the recruitment process that needs to be considered carefully. For this metric, it focuses more on the timeframe needed in the ongoing recruitment process.
Later, this time will be measured from the start of the advertising process, until the job position has been successfully filled.

In addition, time to fill is also said to be able to provide clear information regarding obstacles that can occur in the recruitment process, so that candidates can anticipate these obstacles.

3. Time to Hire

This metric is quite different from the previous metrics, because the time to hire metric focuses more on the time period required by the candidate, from the application process to the hiring process.

The best way to measure the efficiency of this process is to look at how long it takes to recruit a particular candidate. Thus, this metric is able to help you understand how well the team is doing their job.

4. Cost and Applicants per Hire

For these two metrics, they are no less important than the previous metrics. The cost per hire metric itself means measuring the average cost incurred by the company in the recruitment process.

As for the meaning of the applicant per hire metric itself, it is one type of metric that has the main function in the evaluation process of the recruitment team’s efforts. This will tell you how successful your candidate sourcing has been.

Want to Create a More Efficient Recruitment Process?
If you want to make your recruitment process feel more efficient, then you can use the best recruitment software, Shortlyst.

Shortlyst has several advantages that are guaranteed to benefit a company, which include:

Supported by candidate profiles of more than 600 million, and can be accessed from all corners of the world.
Can be integrated into various well-known platforms, such as Linkedin, Slack, email, to Whatsapp.
Supported by advanced AI technology that is smart and efficient.

Supported by several other advanced features, which of course are able to provide convenience in the ongoing recruitment process.
Priced at an affordable price, which is 23 USD. This value is only 5% of the price of other similar software offered by the Linkedin platform.