Recruiting Metrics: Importance & Tracking Techniques

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  • 0:04 Recruitment Metrics
  • 0:28 Recruitment Metrics: Types
  • 1:11 Recruitment Metrics: …
  • 1:49 Importance of Metrics
  • 2:54 Lesson Summary
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Instructor: A. Casey Carr-Jones

Casey Carr-Jones holds a Bachelor's degree in English & Psychology. She is currently a PHR-certified Human Resources Consultant.

Recruiting for open positions can be a challenge to organize and streamline. This lesson discusses ways that HR departments can utilize metrics to track the steps of the entire recruitment process.

Recruitment Metrics

It is your first week in HR and you are shadowing a recruiter for the day. The recruiter, Pam, is working on three different spreadsheets and is jabbering about third-party recruitment agencies increasing the overall cost per hire. ''Wait Pam, I thought recruitment was all about interviews!'' you exclaim. Pam chuckles and begins to show you the various metrics that HR uses to track recruitment and why it impacts the way the department allocates resources and improves the overall process.

Recruitment Metrics: Types

There are many different ways to analyze the recruitment process. One metric is simply tracking quantity: the number of applicants who applied for each role, the number that were interviewed, and the number of successful hires within a certain time frame. HR should be constantly tracking the number of total openings, and also how long it takes to fill an open role. Cost per hire, which is another common metric, is calculated by adding all internal and external recruitment costs then dividing the sum by the number of open positions that were filled within a specific time period. External recruitment costs include items like advertising for the job, paying third-party staffing agencies, and any travel reimbursement for candidates. Internal recruitment costs may include salary and bonuses for any staff performing recruiting and any training or development needs.

Recruitment Metrics: Techniques

HR professionals have several options when it comes to the method of tracking applicants and open roles. HR can manually track the total number of applicants and the number of applicants interviewed by using a spreadsheet. Or if the company uses an Applicant Tracking System (ATS), which is a recruitment tool to post jobs and organize candidates, they can simply run a report using the tool. The main difference is in how manual the process is for HR. An ATS, or other HR software, can also be used to track the length of time to fill a position. Tracking the total number of open positions at any time is usually done in conjunction with upper management and budget reports. Calculating cost per hire is normally done using a spreadsheet and formulas.

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