Recruiter Analytics
Hey everyone! I’m looking to dive deeper into analyzing my recruitment metrics and would love your insights. I collaborate with two other recruiters and maintain a spreadsheet that tracks candidate names, positions, clients, and their status (Talent Pool, Rejected, In Process, Hired). I update this monthly, but I’m not quite sure how to interpret my performance data into meaningful numbers or percentages, like conversion rates and screening quality.
If you have any mathematical tips or suggestions, I would really appreciate your help! Thank you!
RCadmin
Hi there!
It sounds like you’re on the right track with your spreadsheet! Here are a few metrics and methods you can use to analyze your recruiting performance:
Offer Acceptance Rate: (Number of offers accepted / Number of offers made) x 100
Time-to-Fill:
Average Time-to-Fill = Total number of days to fill positions / Number of positions filled.
Quality of Hire:
This can be assessed after a candidate has been in the role for a certain period. Collect feedback from hiring managers on candidate performance, retention rates, and overall satisfaction.
Screening Quality:
For example, if you interviewed 10 candidates and 3 were good enough to get offers, your screening quality would be (3/10) x 100 = 30%.
Diversity Metrics:
Track the diversity of your candidate pool and hires to ensure you’re reaching a wide audience.
Source of Hire:
For each source, you could calculate the percentage of candidates who became hires.
Trend Analysis:
Here’s a simple way to start implementing this in your spreadsheet:
Once you set this up, you’ll have a clear picture of your performance and can identify areas for growth and development!
Good luck, and feel free to ask if you need any more specific advice!