RECRUITING METRICS

Recruitment
What is Recruitment?

The process of hiring the right candidate to the right job at a right
time.
Recruitment Metrics & Reporting
Successful Source of Recruitment
Recruitment Status / Pipeline Report
Time-To-Fill (Organization)
Time-To-Hire (Recruiters)
Cost-To-Hire
Diversity Hire Ratio
External Hire Ratio (External Vs. Internal)
Female Hire Rate/Ratio
Offer Acceptance Rate
Reasons for Declining the Offer
Sources of Recruitment

Advertisement
Referral
Job Fair
Career Site
Job Boards
Campus Recruitment
Placement/ Staffing Agencies
Steps in the Recruitment Process Recruitment Pipeline Report

Job Posted
35
Screening Resumes 30
Interviews Scheduled 25
Interviewing 20

Background Verification 15

Medical Examination 10

5
Salary Negotiation
0
Final Offer Job Posted Resume
Screening
Interviewing Background
Verification
Medical Exam Salary
Negotiation
Offer Acceptance

Offer Acceptance/ Denial

A snapshot to indicate positions in different stages of recruitment.

Time-To-Fill
This is the time taken to fill the vacant positions.

Vacancy could arise due to:

Replacement When the current incumbent leaves the organization
New Position New position is budgeted or approved (could be due to org
growth)

From the time when there is no incumbent to the time when the body is physically
placed (the start date).

Time-To-Fill = Start Date Vacancy Date

Time-To-Hire

This is the metric used for analyzing the efficiency of the Recruiters

Why penalize the recruiters for the time they are not aware of the vacant position

It is the time when the position is assigned to the Recruiter to begin recruiting to the
time the Final offer made is accepted by the candidate.

Time-To-Hire = Offer Acceptance Date Date when the position is assigned to the Recruiter
Cost-To-Hire
The total cost of recruiting

This should include various costs such as:

Difference between the salaries of current incumbent and new recruit

Any cost paid for recruitment sources advertisement,

placement/staffing agencies, etc.

Miscellaneous expenses such as the Relocation Cost, Traveling Cost for

interviews, etc.
Diversity Hire Ratio
Hiring efforts should be categorized to find out the diversity of the hire

Key categorization include:

Age Age discrimination or young blood

Gender Female Vs. Male Nature of the job

Female Hired Ratio = (# Female Hired Total Male & Female Hired) x 100

Ethnicity White, Black, Hispanic, Asian, Pacific Islander Position Level

(Managerial Vs. Janitor)

Helps Diversity Team to come up with Diversity initiatives

External Hire Ratio
How many positions were filled with employees within the organization as opposed to
recruiting from outside.

Is the organization equipped with skills to take on positions that open up internal
talent.

Culture - Is it inbreeding or is it focused on bringing in fresh blood.

Number of positions filled from outside Total number of positions filled

Offer Acceptance Rate
How many candidates who were made the offer, actually accepted the offer

Offer Accepted Total Offers Made

Scenario:
There were 2 Analysts role vacant in an organization
100 Candidates applied for this job
80 passed the screening
10 were interviewed
6 were made the offer
2 accepted the offer
Offer Declining Reasons
Identify various reasons why candidates decline the offer

This will help in determining which aspect of recruitment should be

modified or is there a need to make policy changes (sign-up bonus)

Some of the reasons include:

Counter-Offer in the current company
Counter-Offer by another company
Delayed decision making process
Better Role