Expert insights. Personalized for you.
We’ve conducted an annual recruiting survey for the past nine years, finding out what recruiting and HR professionals from various industries are thinking about hiring strategy, company culture, internal mobility and much more. MORE
But it’s not as simple as compiling a few reports, recruiting metrics need to answer questions relevant to your business. We’re taking an in-depth look at the four key performance indicators (KPIs) we think are worth tracking in recruiting metrics. Benchmarking interviews per hire. MORE
This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill. Other companies have improved the accuracy of their candidate screening process. MORE
Add in the appeal of jobs in less low wage industries, and hiring and retaining quality candidates with a passion for hospitality was always the top challenge. The HR manager screen candidates and oversees the process alongside hiring managers. MORE
A McKinsey & Company report found that companies in the top 25 percent for racial and ethnic diversity are 35 percent more likely to have financial returns above their industry’s median. Choosing the Right Metrics. Outreach Metrics. Interviewing as Metric Collection. MORE
Job offer metrics help you measure the quality of your job offers and, by extension, your recruitment process. Here are frequently asked questions and answers on job offer metrics: What is the offer acceptance rate metric? What’s a good benchmark for offer acceptance rate? MORE
What’s a good benchmark for time to fill? What’s a good benchmark for time to hire? This metric helps you plan your hiring better and also serves as a warning when your hiring process takes too long. What’s a good benchmark for time to fill? MORE
Recruitment metrics help you gauge the effectiveness of your recruitment process. Here are frequently asked questions and answers about recruiting metrics to help you understand recruiting data and use it to boost your hiring: Intro to Recruiting Metrics. More Recruiting Metrics. MORE
A Mckinsey & Co study showed that ethnically diverse companies are 35% more likely to have financial returns above national industry medians and gender diverse companies are 15% more likely to do the same. Here are a few demographic metrics you should be monitoring: 1. MORE
As the Director of Human Resources and Organizational Development for Hansgrohe North America, a German-owned manufacturer of kitchen and bath hardware, Maxwell strives to meet engagement and employee development benchmarks while navigating the nuanced hurdles that come with a large, multicultural and international organizational population. Right now, from a manufacturing standpoint, I am outperforming industry standards. We never launch anything we can’t attach with metrics. MORE
Here’s research on the average time to hire by industry and business function, plus a few ways to optimize your timeline. To accurately compare yourself against the global and industry average, first define how you calculate time to hire. Average time to hire by industry in the U.S. MORE
Metrics help you identify strengths and weaknesses of your hiring process. What’s a good benchmark for qualified candidates per hire? What is the “Screened Candidates to Face-to-Face Interviews” metric? How do you measure “Screened Candidates to Face-to-Face Interviews”? MORE
Add in the appeal of jobs in less low wage industries, and hiring and retaining quality candidates with a passion for hospitality was always the top challenge. The HR manager screen candidates and oversees the process alongside hiring managers. MORE
Benchmark and forecast your hiring. Here’s what to do to shift towards data-driven recruiting: Choose the right data and metrics. Start by selecting a few important hiring metrics to track. Other common metrics include: Cost-per-hire ( Try Workable’s cost-per-hire calculator ). MORE
Metrics tell the story of how your business acquires talent, the speed in which you’re able to do so, and the costs and resources involved in the process. Yello’s 2020 Recruitment Operations Benchmark Report reveals trends across multiple industries and a variety of job categories. MORE
They want to be able to effectively report background screening metrics during the ultimate challenge from a regulatory agency’s audit.” Reports should provide benchmarks needed to control costs, evaluate the effectiveness of a corporate talent acquisition program, and validate the use of compliance and industry best practices. The best hiring decisions arise from analytical insight derived from tracking and manipulating screening events and results. MORE
When you consider the fact that millennials now make up the majority of the workforce and are defining the new age organizational culture, we realize that they are setting the benchmark of all change drivers. Select the Right Metrics. MORE
Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. Click the full-screen button in the right bottom corner to get the best overview. #4: 11: Strategic HR Metrics – AIHR Academy. MORE
Each company may have a different number in mind, but most probably want to be in sync with the industry average: in other words, you’d want to attract at least as many talented professionals as your competitors do – if not more. With this metric, you need to strike a balance. MORE
Recruiters who are critical thinkers manage biases when screening candidates. Here are some ways to employ critical thinking skills in recruiting: Obscure photos of candidates to manage gender bias in the screening process. set average time to hire targets by industry and budget.). MORE
Recruiting metrics are an essential part of a data-driven hiring and recruitment analytics. However, if you would keep track of every recruiting metric you could find on the web, you’d have no time left to do actual recruiting! What are recruiting metrics? HR Metrics MORE
Start by clearly defining the basic minimum qualifications on job descriptions, measuring candidates against these requirements them during pre-screening and providing meaningful feedback. There's a storm brewing in the realm of recruiting. MORE
The first is tracking and evaluating key metrics for their organization’s financial performance. While commendable, measuring financial and care quality metrics without a focus on the talent that delivers and supports care may cause organizations to miss a critical component of the healthcare quality equation. The result is a dangerous mix of pent-up frustration and organizational complacency in an industry where discontented workers are a serious liability. Basic Metrics. MORE
Every year they release a Recruiting Benchmark Report offering a unique combination of data and guidance: summary and analysis of industry benchmark data, along with strategic advice to help you measure, improve and optimize every step of the recruiting funnel. MORE
Each company may have a different number in mind, but most probably want to be in sync with the industry average: in other words, you’d want to attract at least as many talented professionals as your competitors do – if not more. With this metric, you need to strike a balance. MORE
You may know your own key hiring metrics like your average time to fill or how many qualified candidates you need to make a hire, but what’s the significance of these numbers? This metric is part of the overall group of metrics called recruiting yield ratios. MORE
Although cost-per-hire is a useful metric for benchmarking whether your recruitment function is under-resourced or operating at peak performance, solely calculating direct cost-per-hire ignores the full organizational cost of recruitment. MORE
These are questions you can answer by tracking the time to hire metrics. This metric refers to the number of days from when your eventual hire applies or gets sourced to when they accept your job offer. Why should I track time to hire metrics? How efficient are your hiring teams? MORE
After all, one of your key performance metrics is Time to Hire, and moving ahead with an offer quickly makes your productivity on paper skyrocket. Simply put, the proper background screening provider can save you from making the wrong hiring decision, improve your bad hire rates, and reduce costs. A good background screening provider can offer you depth and breadth of products to help. There are more beneficial and less risky methods to screen a candidate. MORE
The hiring process involves various stakeholders, methods, tools and metrics. What is a good benchmark for application process length? What is a good benchmark for average interview process length? The most important part of a candidate screening phase is the interview. MORE
Whether it’s time for performance reviews and you want to discuss results of your work with your boss, or you want to show upper management the value of the ATS system you just brought into the fold, recruiting metrics and reports will help you prove your point. MORE
If you don’t have a set hiring process in place or are looking to improve the process you’re already using, take the following metrics into consideration. MORE
With more and more businesses take their hiring online, millions of jobs and candidates are finding each other through applicant tracking systems, so there’s an abundance of data to look at, including time to fill metrics. Critical metric to inform more accurate planning. MORE
You want the ability to benchmark your results with other companies in your industry. Employee Screening Hiring Feedback HR Metrics HR Thought Leadership Management turnover WorkforceAccording to Gallup, companies with highly engaged employees have 3.9 MORE
You may know your own key hiring metrics like your average time to fill or how many qualified candidates you need to make a hire, but what’s the significance of these numbers? This metric is part of the overall group of metrics called recruiting yield ratios. MORE
Using recruiting metrics effectively is about finding the signal in the noise. The proper role of metrics is to answer useful questions about your business. Benchmarking time to hire. Benchmark data from Workable ). What are the recruiting metrics that matter? MORE
Benchmarking Industry Metrics Screening Workable
JANUARY 10, 2019
You may know your own key hiring metrics like your average time to fill or how many qualified candidates you need to make a hire, but what’s the significance of these numbers? This metric is part of the overall group of metrics called recruiting yield ratios.
Workable
JANUARY 10, 2019
You may know your own key hiring metrics like your average time to fill or how many qualified candidates you need to make a hire, but what’s the significance of these numbers? This metric is part of the overall group of metrics called recruiting yield ratios.
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Analytics in HR
AUGUST 25, 2019
Recruiting metrics are an essential part of a data-driven hiring and recruitment analytics. However, if you would keep track of every recruiting metric you could find on the web, you’d have no time left to do actual recruiting! What are recruiting metrics? HR Metrics
Yello
NOVEMBER 14, 2019
Metrics tell the story of how your business acquires talent, the speed in which you’re able to do so, and the costs and resources involved in the process. Yello’s 2020 Recruitment Operations Benchmark Report reveals trends across multiple industries and a variety of job categories.
The HR Capitalist
APRIL 6, 2018
Every year they release a Recruiting Benchmark Report offering a unique combination of data and guidance: summary and analysis of industry benchmark data, along with strategic advice to help you measure, improve and optimize every step of the recruiting funnel.
Workable
JUNE 1, 2017
Recruitment metrics help you gauge the effectiveness of your recruitment process. Here are frequently asked questions and answers about recruiting metrics to help you understand recruiting data and use it to boost your hiring: Intro to Recruiting Metrics. More Recruiting Metrics.
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Workable
SEPTEMBER 15, 2017
Job offer metrics help you measure the quality of your job offers and, by extension, your recruitment process. Here are frequently asked questions and answers on job offer metrics: What is the offer acceptance rate metric? What’s a good benchmark for offer acceptance rate?
Workable
SEPTEMBER 15, 2017
What’s a good benchmark for time to fill? What’s a good benchmark for time to hire? This metric helps you plan your hiring better and also serves as a warning when your hiring process takes too long. What’s a good benchmark for time to fill?
Workable
JANUARY 22, 2018
These are questions you can answer by tracking the time to hire metrics. This metric refers to the number of days from when your eventual hire applies or gets sourced to when they accept your job offer. Why should I track time to hire metrics? How efficient are your hiring teams?
Workable
OCTOBER 18, 2017
Here’s research on the average time to hire by industry and business function, plus a few ways to optimize your timeline. To accurately compare yourself against the global and industry average, first define how you calculate time to hire. Average time to hire by industry in the U.S.
Outmatch
OCTOBER 8, 2015
You want the ability to benchmark your results with other companies in your industry. Employee Screening Hiring Feedback HR Metrics HR Thought Leadership Management turnover WorkforceAccording to Gallup, companies with highly engaged employees have 3.9
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Linkedin Talent Blog
APRIL 18, 2017
This powerful data-driven recruiting approach requires you to shift from the traditional intuitive and past practice-based approach and start tracking metrics beyond the popular quality of hire and time to fill. Other companies have improved the accuracy of their candidate screening process.
Cornerstone On Demand
JANUARY 14, 2019
Start by clearly defining the basic minimum qualifications on job descriptions, measuring candidates against these requirements them during pre-screening and providing meaningful feedback. There's a storm brewing in the realm of recruiting.
Workable
APRIL 13, 2016
But it’s not as simple as compiling a few reports, recruiting metrics need to answer questions relevant to your business. We’re taking an in-depth look at the four key performance indicators (KPIs) we think are worth tracking in recruiting metrics. Benchmarking interviews per hire.
Workable
FEBRUARY 28, 2019
Each company may have a different number in mind, but most probably want to be in sync with the industry average: in other words, you’d want to attract at least as many talented professionals as your competitors do – if not more. With this metric, you need to strike a balance.
Workable
MARCH 24, 2016
With more and more businesses take their hiring online, millions of jobs and candidates are finding each other through applicant tracking systems, so there’s an abundance of data to look at, including time to fill metrics. Critical metric to inform more accurate planning.
Workable
MARCH 29, 2016
Using recruiting metrics effectively is about finding the signal in the noise. The proper role of metrics is to answer useful questions about your business. Benchmarking time to hire. Benchmark data from Workable ). What are the recruiting metrics that matter?
Visier
NOVEMBER 12, 2015
A Mckinsey & Co study showed that ethnically diverse companies are 35% more likely to have financial returns above national industry medians and gender diverse companies are 15% more likely to do the same. Here are a few demographic metrics you should be monitoring: 1.
Aurico
APRIL 30, 2015
They want to be able to effectively report background screening metrics during the ultimate challenge from a regulatory agency’s audit.” Reports should provide benchmarks needed to control costs, evaluate the effectiveness of a corporate talent acquisition program, and validate the use of compliance and industry best practices. The best hiring decisions arise from analytical insight derived from tracking and manipulating screening events and results.
Workable
FEBRUARY 28, 2019
Each company may have a different number in mind, but most probably want to be in sync with the industry average: in other words, you’d want to attract at least as many talented professionals as your competitors do – if not more. With this metric, you need to strike a balance.
Bonfyre
JULY 12, 2017
As the Director of Human Resources and Organizational Development for Hansgrohe North America, a German-owned manufacturer of kitchen and bath hardware, Maxwell strives to meet engagement and employee development benchmarks while navigating the nuanced hurdles that come with a large, multicultural and international organizational population. Right now, from a manufacturing standpoint, I am outperforming industry standards. We never launch anything we can’t attach with metrics.
Owiwi
SEPTEMBER 6, 2019
Add in the appeal of jobs in less low wage industries, and hiring and retaining quality candidates with a passion for hospitality was always the top challenge. The HR manager screen candidates and oversees the process alongside hiring managers.
Eightfold
MARCH 4, 2019
A McKinsey & Company report found that companies in the top 25 percent for racial and ethnic diversity are 35 percent more likely to have financial returns above their industry’s median. Choosing the Right Metrics. Outreach Metrics. Interviewing as Metric Collection.
Aurico
MAY 19, 2014
After all, one of your key performance metrics is Time to Hire, and moving ahead with an offer quickly makes your productivity on paper skyrocket. Simply put, the proper background screening provider can save you from making the wrong hiring decision, improve your bad hire rates, and reduce costs. A good background screening provider can offer you depth and breadth of products to help. There are more beneficial and less risky methods to screen a candidate.
CuteHR
DECEMBER 7, 2019
When you consider the fact that millennials now make up the majority of the workforce and are defining the new age organizational culture, we realize that they are setting the benchmark of all change drivers. Select the Right Metrics.
Workable
JUNE 23, 2017
The hiring process involves various stakeholders, methods, tools and metrics. What is a good benchmark for application process length? What is a good benchmark for average interview process length? The most important part of a candidate screening phase is the interview.
Workable
JANUARY 3, 2018
Benchmark and forecast your hiring. Here’s what to do to shift towards data-driven recruiting: Choose the right data and metrics. Start by selecting a few important hiring metrics to track. Other common metrics include: Cost-per-hire ( Try Workable’s cost-per-hire calculator ).
Analytics in HR
AUGUST 12, 2019
Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. Click the full-screen button in the right bottom corner to get the best overview. #4: 11: Strategic HR Metrics – AIHR Academy.
Workable
FEBRUARY 1, 2019
Whether it’s time for performance reviews and you want to discuss results of your work with your boss, or you want to show upper management the value of the ATS system you just brought into the fold, recruiting metrics and reports will help you prove your point.
Owiwi
SEPTEMBER 6, 2019
Add in the appeal of jobs in less low wage industries, and hiring and retaining quality candidates with a passion for hospitality was always the top challenge. The HR manager screen candidates and oversees the process alongside hiring managers.
Hireology
JUNE 8, 2017
If you don’t have a set hiring process in place or are looking to improve the process you’re already using, take the following metrics into consideration.
Workable
OCTOBER 24, 2017
Recruiters who are critical thinkers manage biases when screening candidates. Here are some ways to employ critical thinking skills in recruiting: Obscure photos of candidates to manage gender bias in the screening process. set average time to hire targets by industry and budget.).
Cielo HR Leader
JANUARY 7, 2016
The first is tracking and evaluating key metrics for their organization’s financial performance. While commendable, measuring financial and care quality metrics without a focus on the talent that delivers and supports care may cause organizations to miss a critical component of the healthcare quality equation. The result is a dangerous mix of pent-up frustration and organizational complacency in an industry where discontented workers are a serious liability. Basic Metrics.
Saba
DECEMBER 2, 2016
We’ve conducted an annual recruiting survey for the past nine years, finding out what recruiting and HR professionals from various industries are thinking about hiring strategy, company culture, internal mobility and much more.
Cielo HR Leader
FEBRUARY 4, 2015
Although cost-per-hire is a useful metric for benchmarking whether your recruitment function is under-resourced or operating at peak performance, solely calculating direct cost-per-hire ignores the full organizational cost of recruitment.
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