These recruitment KPIs should be measured by every recruiter

Filling vacancies is a daily challenge for the corporate recruitment team. Time and again they try to recruit the best candidate from the market as quickly as possible and within budget. Because that ensures a satisfied internal customer, candidate and manager. But what is the most important Key Performance Indicator that every recruitment team should measure to make sure you are on track? We put this question to you! A number of recruiters have let us know, from their own experience, which recruitment KPIs you absolutely must measure as a recruiter. Read on quick!

The quality of hire

Tristan van Putten of Van Dorp Installaties has no doubts about the most important KPI. “Quality of hire. This remains the most important. You can fill a vacancy as quickly as you like, but if there is no cultural fit or someone does not master the material, you will have to start the search again after a short time. Sustainability is key!”

Van Putten also has a tip for teams that want to get started with Key Performance Indicators: “Be aware that your customer relationship also determines the success of your Key Performance Indicators. So if you go for measuring the time to hire, know that you include your Hiring Manager in that decision. After all, success partly depends on his or her cooperation!”

The yield ratio

Lara Vreeke of Emakina is also resolute with regard to the most important KPI. “When I look at our own organization, the yield ratio is particularly important to measure. In short, this measures how many applicants or recruitment interviews you need for a hire. For example, we have positions here where only 1 in 125 candidates make it through the hiring process, but also positions where 1 in 25 candidates is a successful hire. Fulfilling these functions therefore requires a completely different strategy. The yield ratio provides insight into how much time it takes per recruiter to fill an open vacancy.”

To work successfully with KPIs, according to Vreeke, two things are indispensable: Google Spreadsheets and a good dose of discipline. “The latter mainly to keep the spreadsheets tidy.” She also gives another tip: “Keep it manageable. For example, start by keeping track of the number of interviews you conduct per week and record how many reach-outs you send. Expand the amount of data per month.”

Turnaround and response time

Laura Longayroux works at Royal FloraHolland. Here she notices that the following recruitment KPIs are indispensable for successful recruitment: throughput and response times of filled vacancies.

Of course, every recruitment team wants to keep the lead time, or the time to hire, per vacancy as low as possible. If you want to improve this, you first need to know what the average time to hire is. Research by the Intelligence Group shows that the average turnaround time is 59 calendar days. What about your organization? Measure it!

Of course, the time to hire also depends on the response times. A response time that is too long slows down the time to hire and also increases the chance that the applicant will make a different choice. Therefore, also measure the response time and think with your team how you can improve this time.

Do you also want to measure your time to hire and response times? Then Longayroux has another tip for you: “Measure it with a full-fledged ATS system and process all communication in it.” An ATS system takes a lot of work off your hands. The system analyzes your data and helps you measure the indicators. Ideal!

The satisfaction of the candidate

According to Emma Siegers, who works at KLM, it is also crucial to measure the candidate’s satisfaction. “The candidate’s satisfaction contributes to a successful onboarding and you achieve a higher success rate.”

The success rate divides the number of employees who perform well by the total number of candidates who are hired. A high success rate shows that most of the candidates you’ve hired are performing well. However, if the ratio is low, you would do well to improve the selection process.

Does your team also plan to measure Key Performance Indicators? Dan Siegers advises making them SMART and setting standards. “Only then can you really measure”.

Conclusion: you must measure these recruitment KPIs!

Thanks to the participants of this survey, we now have insight into a number of important recruitment KPIs. Do you want to know how successful your recruitment team is? So measure at least the following indicators:

• Processing time
• Response time
• Quality of hire
• yield rate
• Satisfaction of the candidate

 

Do you have insight into these indicators? Then you know how your team is doing and what steps you need to take to take your recruitment to an even higher level.