Recruitment KPIs List

Recruitment KPIs are measurable metrics that track the recruitment agent, manager, and team’s ability to ensure a successful recruitment process over time. Recruitment forms a vital part of every organization and is responsible for providing high-quality new hires to fill vacant posts on time and at the lowest cost possible.

Recruitment KPIs Reporting Dashboard

Recruitment Manager Objectives

The recruitment manager’s KPIs are designed to track and measure the recruitment manager’s core job efficiencies, including managing the end-to-end recruitment and onboarding processes. The higher these metrics, the more successful the manager is.

  • Improve the length of time it takes to employ new hires – This KPI tracks and measures the length of time it takes for the recruitment manager to employ new hires. The higher this metric, the greater the extent to which the recruitment manager can improve or reduce the length of time it takes to complete the recruitment process.
  • Improve the ability to select the right candidate for the job – Selecting the right candidate for the job is integral to organizational success. This KPI tracks and measures the recruitment manager’s ability to select the right candidate for the job. The higher this metric, the greater the extent to which the recruitment manager can choose the right candidate for the job.

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  • Improve (reduce) the overall hiring cost when filling a post – One of the critical investments is hiring new employees. The cost of hiring employees is not low. This KPI tracks and measures the recruitment manager’s ability to reduce the overall hiring cost when filling a post. The higher this metric, the greater the recruitment manager’s success.
  • Improve the hiring process efficiencies – This KPI tracks and measures the recruitment manager’s ability to improve the hiring process efficiencies. The higher this metric, the greater the extent to which the recruitment manager is able to improve the effectiveness of the hiring process.
  • Improve the number of candidates applying for a job posting – The number of suitable candidates applying for a job increases the candidate pool from which the company can choose. This KPI tracks and measures the recruitment manager’s ability to improve the number of candidates applying for a job posting. The higher this metric, the greater the manager’s success.
  • Improve the number of places candidates are looking at your job postings – This KPI tracks and measures the recruitment manager’s ability to improve the number of places candidates are looking at your job postings. The higher this metric, the greater the number of sites candidates can find company job postings.
  • Improve how well the new hire performs at the job – The quicker and more straightforward the onboarding process, the more cost-effective the new hire is. This KPI tracks and measures how well the new hire is onboarded and performs at the job. The higher this metric, the greater the recruitment manager’s ability to run a successful onboarding program.
  • Improve how well the job description that the recruitment manager provided with the listing accurately represents the job details – This KPI tracks and measures how well the job description that the recruitment manager provided with the listing accurately represents the job details. The higher the metric, the greater the recruitment manager’s ability to match the job description with the actual job details.

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Recruitment Team Objectives

The recruitment team’s KPIs are designed to measure how effective the recruitment team is. Relevant KPIs include the Interview-to-Hire ratio, the Interview-to-Offer ratio, and the job offer acceptance rate. The higher these metrics, the greater the recruitment team’s job efficiencies, and the greater their success over time.

  • Improve the recruitment journey to ensure it is engaging, transparent, and efficient – This KPI tracks and measures the recruitment team’s recruitment journey to ensure it is engaging, transparent, and efficient. The higher this metric, the greater the recruitment team’s ability to provide a recruitment journey that is engaging, transparent, and efficient.
  • Improve recruitment site analytics and social listening – Recruitment site analytics and social listening are primary drivers of a successful recruitment process, resulting in hiring a top candidate to fill the vacant job post. This KPI tracks and measures the extent to which the recruitment team can utilize recruitment site analytics and social listening to drive recruitment success.

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  • Improve the Employee Net Promoter Score (eNPS) and staff engagement – The Employee Net Promoter Score (eNPS) is designed to measure employee loyalty. This objective measures the extent to which the recruitment team can improve the eNPS and staff engagement metrics over time. The higher this KPI, the greater the recruitment team’s success, the more loyal and engaged employees are.
  • Improve (reduce) the time to fill the position – The cost of employing a new employee is high. The recruitment team must reduce the cost of hiring a new employee by reducing the time taken to fill the position. This KPI measures the extent to which the recruitment team can reduce the time taken to recruit a new hire.
  • Improve the Interview-to-Hire ratio – The Interview-to-Hire ratio is the average number of candidates the recruitment team needs to interview to make an offer. This KPI tracks the recruitment team’s ability to improve this ratio to 3:1 or better. The higher this metric, the greater the extent to which the team can improve this ratio.
  • Improve the Interview-to-Offer ratio – The Interview-to-Offer ratio is the ratio of unique offers extended to potential hires in relation to the total number of applicants interviewed. This KPI tracks and measures the recruitment team’s ability to reduce this ratio. The higher this metric, the greater the recruitment team’s success.
  • Improve the job offer acceptance rate – The job offer acceptance rate is the percentage of candidates that have accepted job offers from the recruitment team. This KPI tracks and measures the recruitment team’s ability to put together a job offer that is accepted. The higher this metric, the greater the recruitment team’s success.
  • Improve (reduce) the cost per hire ratio – The cost per hire ratio is a recruitment team metric designed to measure the total cost of hiring a new employee in relation to the total number of new hires over time. This KPI tracks and measures the recruitment team’s ability to improve the cost per hire ratio.

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Recruitment Agent Objectives

The recruitment agent KPIs are designed to track and measure the recruitment agent’s job role efficiencies, including KPIs like improving the source of hire, the quality of employee hired, and the average time taken to fill a vacant post. The higher these metrics, the greater the agent’s success.

  • Improve the source of hire – The source of hire measures the percentage of your overall hires entering the hiring pipeline from disparate sources. This KPI measures the recruitment agent’s ability to increase the source of employment over time. The higher this KPI, the greater the recruitment agent’s ability to increase the source of hire percentage.
  • Improve the quality of hire – The quality of hire measures the value that new hires bring to an organization. This KPI tracks and measures the recruitment agent’s ability to improve the quality of hire over time. The higher this metric, the greater the extent to which the recruitment agent can improve the hire value quality.

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  • Improve candidate satisfaction – Candidate satisfaction is the measurement of a candidate’s perception of your company’s hiring process. This objective tracks and measures the recruitment agent’s ability to improve the candidate satisfaction metric over time. The higher this KPI value, the greater the recruitment agent’s ability to increase the candidate satisfaction value over time.
  • Improve candidate sourcing – Talent or candidate sourcing is when the recruiting agent describes the process whereby potential candidates are located. This KPI tracks and measures the recruitment agent’s ability to accurately describe the candidate sourcing process. The higher this metric, the greater the recruitment agent’s ability to complete this process successfully.
  • Improve the average time to fill – The average time to fill is the average time it takes to identify a candidate and fill an open position in the organization. This KPI measures the recruitment agent’s ability to improve the average time to fill an open position. The higher this metric, the greater the recruitment agent’s success.
  • Improve the current candidate pipeline – The current candidate pipeline is the measurement of the current health of the organization’s hiring process. This KPI tracks and measures the recruiting agent’s ability to ensure that the current candidate pipeline remains healthy, supplying a wide variety of suitable candidates to fill open positions in the company.
  • Improve the reasons for non-selection – The reasons for not selecting a candidate are varied. This KPI tracks and measures the recruitment agent’s ability to document the reasons for not selecting a candidate. The higher this metric, the greater the recruitment agent’s ability to accurately record these reasons.

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These recruitment KPIs are an integral part of ensuring that the recruitment team meets its core efficiencies. The recruitment of new employees plays an indispensable role in ensuring that the business operations remain on point and improve continuously. As a result, measuring these objectives is key to organizational success. They focus on tracking metrics grouped as the recruitment objectives for the recruitment agent, team, and manager result areas.

It is crucial to track and measure these KPIs over time because they offer insight into the recruitment teams’ successes and where improvements are needed. Metrics like ensuring that the candidate pipelines are full of potential new hires from a wide variety of sources, the quality of hire is improved, the candidate satisfaction metrics are high, and the Interview-to-Ratio, Interview-to-Offer, and the eNPS metrics are continually improved over time. All of these metrics play a fundamental role in managing the recruitment process, driving organizational success.

Using recruitment objectives for the recruitment team, agent, and manager aims to ensure consistency over time. High-performing metrics are valued, translating into an efficient recruitment strategy and application by the recruitment team. On the other hand, low-performing metrics must be revisited to ensure a steady increase in performance over time.

Benefits of AssessTEAM cloud-based employee evaluation form for your recruitment team.

  • Use on all smart devices
  • Include custom KPIs
  • Keep historic trends
  • Include eSignatures
  • 360-degree feedback
  • Unlimited customization

A guided rollout is included with all our plans. Simply send us your job descriptions and we will set up your evaluations.
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