Recruiting metrics shows how well a company finds new people to work for them. They look at things like how fast they hire people, how good those new hires are, and whether the people applying for jobs are happy with the process. These numbers are significant because they help recruiters make intelligent decisions. When studying these numbers, they can see what’s going well and what needs to improve. For example, if it takes less time to fill specific jobs, they might change how they do interviews or look for more candidates. And if they notice that people hired from certain places always do a great job, they might put more effort into finding new employees from those places.
Ultimately, these metrics help companies improve their hiring process, work more efficiently, and hire the right people.
Where People Are Found
Many hiring teams pay attention to where they find their new workers. It helps them know where to look for suitable candidates, especially if they want to ensure they hire a diverse group of people.
Simply put, the best places to find new workers are where it’s affordable to advertise jobs and where the hired end up doing well in their careers, according to their recruiters. If recruiters think highly of the people they hire from a particular place, that place is considered good.
Many things affect whether someone reads a job description, applies, and gets to the interview stage. But in the end, an excellent place to find new employees leads to someone getting a job offer and accepting it.
Where Applicants Come From
Just like keeping track of where new employees are found, knowing where job applicants are and learning about job openings is essential. This helps decide where to post job ads and how much money to spend advertising those jobs.
Job applicants can find out about job openings from many different places online, so recruiters need to know which places bring in the most applicants. This way, they can spend their time and money on the areas that bring in the best applicants who match the job needs.
How Many People Apply for Each Job
Counting the number of people applying for each job helps determine which jobs are hard to fill and which are popular among candidates. Every company and industry has jobs that are always harder to fill than others. So, counting the number of applications for each job helps determine which ones need more attention. Recruiting metrics are also helpful in planning recruiting strategies for specific types of hiring, like hiring for certain seasons.
How Many Candidates Get Hired
This recruiting metric looks at how many candidates make it through different stages of the hiring process and get hired. For big companies, this is the most crucial part. To attract more candidates, a system that helps you keep track of each step and lets you react quickly to new candidates showing interest is essential.
For example, a company like CDW simplified its job application process and improved its job descriptions using its hiring system. This helped it hire more people, with rates as high as 83%, which is much better than what most companies do.
How Interested Candidates Are
This score measures how much candidates like your company. Candidates with high scores usually respond quickly to messages, apply for many jobs, and interact with your company on social media.
On the other hand, candidates with low scores are those who apply but don’t seem very interested during the hiring process. Keeping track of each candidate’s score lets you know who likes your company. If a good job opens up later, you can easily find and consider those interested candidates again.
Finishing Onboarding Training
Many new employees leave their jobs shortly after starting, with about one-third leaving within the first 90 days. To stop this from happening, companies are paying more attention to how they welcome and train new hires.
Companies that understand the importance of getting new hires off to a good start can keep more of them. How well the onboarding process goes can show what’s working and what needs improvement.
The recruiting metrics are more about hearing from HR staff who run onboarding programs about why they think some new hires leave before finishing their training. Employee turnover rate is how many workers leave a company at a particular time. When companies want to grow, they watch this number to see why people leave and where they go. It helps them know if they need to change how they hire.
Companies should focus on letting employees move up or sideways within the company to keep good workers. If employees can’t see a way to grow, they might leave. Encouraging managers to suggest employees for promotions or help them move around can keep them from leaving.
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