Hiring technology has changed the game—but how do you measure its real impact? These three core metrics help you separate the noise from what truly drives recruitment success.
Subheadings & Content:
1. Time-to-Hire: Speed Reflects Strategy
- Definition: The number of days between job posting and offer acceptance.
- Why It Matters: Slow processes lead to talent drop-off and increased costs.
- Tools: Applicant Tracking Systems (ATS), automation, scheduling tools.
- Tip: Benchmark against your industry average. Aim for under 30 days.
Example: A fintech company reduced its time-to-hire from 42 to 18 days by integrating AI scheduling bots.
2. Quality-of-Hire: The Long-Term Win
- Definition: Measures how well a new hire performs and fits long-term.
- Metrics to Track: Performance reviews, retention rate, productivity scores.
- Why It Matters: Hiring is expensive. Bad hires cost up to 30% of annual salary.
- How to Improve: Use predictive analytics and skills-based assessments.
Example: A SaaS startup saw a 20% improvement in employee retention after implementing skill-matching algorithms.
3. Candidate Experience Score (CES): Your Reputation Metric
- What It Is: Direct feedback from applicants on their hiring journey.
- Collection Tools: Surveys post-interview, NPS tools.
- Why It Matters: 58% of candidates decline offers due to poor experience.
- Boost It With: Clear communication, fast follow-ups, mobile-friendly processes.
Punchline: Your hiring process is your first impression—make it count.
4. Cost-per-Hire: Budget Visibility Matters
- What It Measures: Total recruitment costs divided by number of hires.
- What’s Included: Ads, recruiter fees, software, onboarding.
- Optimization Tip: Automate outreach and screening; avoid excessive agency dependence.
- Bonus Tip: Track ROI of each hiring channel (LinkedIn, job boards, referrals).
Example: A healthcare firm reduced cost-per-hire by 40% after centralizing hiring into a single platform.
5. Offer Acceptance Rate: Measure Employer Attractiveness
- How It’s Calculated: Offers accepted ÷ total offers made.
- Why It Matters: A low rate signals poor candidate targeting or EVP mismatch.
- Improve With: Clear job descriptions, competitive benefits, strong employer branding.
- Industry Benchmark: Aim for 90%+ in tech and specialized roles.
Call to Action:
Want to transform your hiring metrics into strategic wins? Connect with us today to unlock smarter, faster, and more impactful hiring solutions.
Phone : +919886395204
Email : info@skilligent.in
