You can't do without data today and in HR this is doubly true. Relying only on intuition means ignoring the facts. HR recruitment metrics like cost per hire, time to hire, HR KPIs or NPS can help you uncover hiring bottlenecks and improve results. In this article, you'll learn which HR data to track and how to use it to manage recruitment more effectively.
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Where intuition ends and the space for HR recruitment metrics begins
Intuition has its place in HR, but you need data to manage recruitment effectively. Without HR recruiting metrics, you don't know where recruiting is slowing down, where the recruiting funnel is stuck on why candidates aren't responding, or how much each new hire is costing you.
KPIs in HR, time to fill, quality of hire or NPS from candidates will reveal weak points and allow you to optimize step by step. With the HR dashboard you can see team performance, responses to adverts and the effectiveness of individual recruitment channels. They enable you to take timely and informed action.
TIP: In the Datacruit ATS recruitment app, you have key recruitment metrics clearly displayed in the recruitment dashboard. This makes it easy to see how to measure recruiting success and improve results.
The most important HR metrics in recruitment
Not all metrics have equal weight. Some will help you optimize your speed to hire, while others focus on candidate quality or ROI. Below, you'll find an overview of recruitment metrics that have a real impact and are worth tracking.
Time to hire
Time to hire refers to the time from first contact with a candidate to their hiring, i.e. how long it takes to fill a particular candidate's position. A shorter time to hire increases the chances that you won't lose quality candidates to competitors.
Time to fill
Indicates the total time it takes to fill a position - from the approval of the request for a new position to the start of the new employee. It helps to plan capacity and fine-tune cooperation with hiring managers.
Cost per hire
Cost per hire shows the total cost per employee hired - including advertising, tool fees, recruiter time and training. A key metric for budgeting and management reporting.
Quality of hire
It evaluates a newcomer's contribution and quality based on, for example, their performance after the probationary period, their achievement of targets, manager feedback or turnover. It shows whether recruitment is delivering results, not just filled chairs.
Net Promoter Score (NPS)
The NPS measures candidate satisfaction with the selection process. A high NPS strengthens your employer brand and increases the chances that candidates will recommend your company further.
Retention rate
The retention rate shows the proportion of employees who remain with the firm after a certain period of time. This HR metric helps evaluate the quality of candidate selection and onboarding. Long-term retention also indicates that the company is creating an environment where people want to develop. It is an indicator of a healthy company culture, leadership and functioning HR.
Application completion rate
The response rate to a job advert shows how many candidates respond to your job offer at a certain time. If it's low, there may be a problem with your advert content, targeting or choice of publishing channels.
Hiring velocity
The speed with which the team is able to fill positions shows the overall performance of the recruitment team and helps to plan capacity.
TIP: Discover how companies like Rohlik, T-mobile and Super Zoo are streamlining their recruiting with Datacruit's advanced ATS analytics! It helps them accelerate recruiting, deliver data insights and save up to 40% of time spent on routine tasks.
Why it pays to track metrics in recruiting
1. Better strategic decisions
With HR metrics and data, you can gain insight into team performance, costs and process efficiency. They help you make informed decisions and plan recruitment around the real needs of your business.
2. More effective recruitment and identification of weaknesses
Without metrics, you can't tell where recruiting is losing momentum. Track time to fill, response to advert or NPS and see what specifically is slowing down your recruitment funnel. HR data and its analysis can help you refine your recruitment strategy, focus on high-performing channels, and increase conversions to quality candidates.
4. Cost reduction
HR KPIs and metrics like cost per hire will show you where you're wasting money - whether in advertising, processes or onboarding. With data, you can cut costs while increasing productivity.
5. Better candidate experience
With measured metrics, you know where candidates are most likely to leave or why they are unhappy. Track NPS, time to hire or response rates to get valuable feedback from candidates. This will improve their experience and strengthen your employer brand.
TIP: Datacruit ATS offers pre-configured and custom reports that monitor the performance of the entire recruitment process, including candidate satisfaction - in a clear dashboard.
How to measure recruitment metrics simply and effectively
Keeping track of HR metrics manually in spreadsheets can be time consuming, inaccurate and demotivating especially when it comes to recruitment metrics. Especially if you want to regularly evaluate them or compare recruiter performance.
This is where the use of a modern ATS (Applicant Tracking System) that tracks recruitment metrics automatically makes sense. An ATS is a recruitment management software that allows you to manage candidates, positions, communications and reports in one clear interface. Learn more about what an ATS system is and why you need one for your recruitment in our article.
TIP: Datacruit ATS measures data in real time and automatically generates clear dashboards and recruitment reports. Try Datacruit for 30 days for free and absolutely no obligation!
