Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.

1. 13 Uncommon Recruitment Metrics You Can’t Afford to Ignore
Time-to-hire, cost-per-hire, employee turnover… let’s dig a
little deeper with these 13 metrics.

2. To Find: Quality of Candidates Offered an Interview
Use Your: Screened Candidates to Interviews Ratio
The lower the ratio, the better quality your talent pool.

3. FIX: Check your screened candidates to interview ratio per
hiring manager. You may find there is an issue in a certain
department!

4. To Find: Quality of the Candidate Screening Process
Use Your: Face-to-Face Candidate Interviews to Offers
Extended
The lower the ratio, the higher quality the screening process.

5. FIX: If your numbers are off, try adding an additional video
screen or a team interview into the process.

6. To Find: Quality and Competitiveness of Job Offers
Use Your: Offers Extended to Offers Accepted
The higher the ratio, the less competitive your offers.

7. FIX: If you can’t adjust your salary base, try presenting unique
benefits earlier in the process.

8. To Find: Strengths and Weaknesses in Time-to-Hire
Use Your:
• Time to advertise the position on channels
• Time to identify candidates and offer interview
• Time to complete all interviews
• Time to complete background and reference checks
• Time to create and extend the offers
• Time for candidate to accept offers
The higher the time, the weaker the process.

9. FIX: Are you spending lots of money on a source that takes
forever to pay dividends? Pull quality candidates into the
process sooner with an assessment or video screen.

10. To Find: Quality of Candidate Source
Use Your:
# of Applicants to Interviewees from Each Source
# of Interviewees to Hires from Each Source
The higher the ratio, the higher quality candidate source.

11. FIX: If a source is using a big piece of your recruiting budget
and resulting in lots of applicants but few hires, it’s time to
restructure your recruiting spend. Try niche job boards or
localized recruitment advertising!

12. To Find: Cost per Onboarding New Hire
Use Your: [Time x rate of new hire] + [Time x rate of HR dept
employees]
Don’t forget to include benefits when measuring the rate of a
new hire and the rate of HR dept employees!

13. FIX: If you haven’t done so already, standardize your
onboarding process and get it online, so you can start
onboarding once the candidate accepts your offer!

14. To Find: Quality of Onboarding
Use Your: # of Hired Candidates to # New Hires Remaining in 6
Months
The higher the ratio, the better quality your onboarding.

15. FIX: Introduce goals and mentoring into your onboarding
process to increase retention numbers!

16. Recruitment Analytics are Hard to Figure Out
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