Recruiting metrics

Some recruiting metrics include: “Response time”, “Time to fill”, “Cost per hire”, “Offer acceptance rate”, “Quality of hire” and “Satisfaction index”. Emre Kavukcuoglu contributed one of the best post on that matter, with clear formulas and examples. However, as Marie Larsen rightly points out, recruiting metrics can be costly, inaccurate, and not actionable.

Does it then make any sense to suggest a few more such as input recruiting metrics?

Capturing these metrics can be helpful for many reasons. With these metrics, HR can better:
* evaluate the effectiveness of the job advertisements,
* assess the effectiveness of recruitment channels,
* understand the candidate pipeline, as well as quality and quantity of candidates,
* explore strength of the employer brand,
* estimate the resources needed to process applications received.

Some input recruiting metrics may include:
* Apply-to-view ratio – Number of job seekers who applied for the position/Number of job seekers who viewed the job ad on a job board
* “A” Player-to-candidate ratio - Number of job seekers who applied for the position with an “A” Player potential/ Number of job seekers who applied for the position
* Interview-to-apply ratio - Number of candidates who were interviewed/Number of job seekers who applied for the position
* Hire-to-interview ratio - Number of candidates who were hired/Number of job seekers who were interviewed
* Hire-to-apply ratio - Number of candidates who were hired/Number of job seekers who applied for the position
* Withdraw-to-interview ratio - Number of candidates who withdrew their application/Number of candidates who were interviewed

Companies may also consider capturing candidates’ reasons for withdrawal of their applications.