Human Resources

Using a Sorting Activity to Prioritize Recruiting Metrics

Recruiting metrics are measurements organizations use to track, manage, and hire candidates. They are an essential part of data-informed talent acquisition. Yet within the hiring process there are an abundance of metrics that can be measured, and the challenge is to identify and measure those items that can be cost-effectively measured and will provide the most value.

Which metrics actually matter most for your organization and processes? What data should you focus on to make the most informed hiring decisions? This sorting activity, based on 17 Recruiting Metrics You Should Know About, is designed to initiate collaborative discussions about your current processes and ways to improve them. Use these cards to establish action plans, evaluate data-collection practices, and train staff on effective recruiting strategies.

Staff members feeling well and raising the thumbs up.These key recruiting metrics are represented on the cards:

  1. Time to fill
  2. Time to hire
  3. Source of hire
  4. First-year attrition
  5. Quality of hire
  6. Hiring manager satisfaction
  7. Candidate job satisfaction
  8. Applicants per opening
  9. Selection ratio
  10. Cost per hire
  11. Offer acceptance rate
  12. Percent of open positions
  13. Application completion rate
  14. Recruitment funnel effectiveness
  15. Sourcing channel effectiveness
  16. Sourcing channel cost
  17. Candidate effectiveness

Activity Instructions

  1. Print the five sets of four cards (20 total, including 3 blank cards), using the double-sided printing function of your computer. Cut the cards. Laminating the cards will make them more durable for extended use.
  2. Review each metric with your team. Consider whether there are any data sets you collect or would like to collect that are not reflected in the cards. Customize the blank cards with these metrics.
  3. Decide which data you are collecting and using well. Put these cards aside as a strength.
  4. Discuss the value of collecting and using the data in the remaining cards.
  5. Select the metrics you can collect and use immediately and over the next three months.
  6. Identify metrics you may want to collect in the future (i.e., after a fiscal or contract year).
  7. Develop an action plan for using and improving recruiting metrics.

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