Being able to recruit the right people in a successful, efficient and cost-effective way is a critical part of the HR function. But how can you tell whether your recruitment activities are up to scratch? By measuring your recruitment activities over time, you can build up a detailed picture of what works and what doesn’t work so well for your business.
Here I look at some of the key hiring KPIs for measuring your recruitment.
Context is everything
How you recruit for a new CEO will be very different to the way in which you recruit dozens of employees for a new call centre. Or, for a tech company, employer brand and referrals might play a bigger role in recruitment than for, say, the retail sector. All recruitment differs according to the industry you’re operating in and the roles that you’re hiring for. How many applications you expect, how long it takes to fill a vacancy, and so on – it all comes down to context.
That’s why there’s no one-size-fits-all approach to measuring recruitment success. The best hiring KPIs for you might be very different to the business across the street. Context is key. So, instead of starting with the KPIs themselves (and we will get to them), start by putting your recruitment into context. What are your key goals around recruitment? Are you aiming to become the number one employer brand in your industry? Or do you need to cut recruitment costs? The most meaningful recruitment metrics for you are those that tie in to your overall recruitment goals.
That’s why I always start with strategy and goals, not data or metrics. Only once you work out what you want to achieve, and what questions you need to answer in order to deliver those goals, can you work out what exactly you should be measuring.
Building an effective recruitment pipeline
Creating a recruitment pipeline is a bit like building an effective sales funnel. In sales and marketing, you don’t run one ad campaign, then sit back and wait for the customers to roll in. It’s a continually evolving process. Likewise, in recruitment, you don’t advertise a job, recruit someone, then rest on your laurels. There’s constant work to do to build an effective recruitment pipeline, including:
Understanding your recruitment effectiveness means measuring each of these steps.
So what are some of the most helpful hiring KPIs?
Here are some of the key metrics for measuring recruitment effectiveness. Remember, though, that the most meaningful metrics for you are linked to your recruitment goals. So you will probably want to focus your efforts in a few critical areas, rather than measuring absolutely everything listed below. After all, if you spend all your time measuring, you won’t have any time to recruit!
New ways to boost recruitment effectiveness
The traditional metrics listed above are all tried-and-trusted ways of monitoring your recruitment success. But now, the predictive capabilities of artificial intelligence (AI) is helping recruiters be even more strategic in their activities.
That’s because AI tools can understand more about us humans than ever before: our personality traits, our intelligence, our likes, our dislikes, our reliability – even whether we’re telling the truth or not. In light of this, hundreds of AI-based tools (apps, platforms, chat bots, etc.) are coming onto the market to help companies streamline their recruitment.
ENGAGE Talent, for example, has an AI engine with more than 100 million passive candidates. Using predictive insights, the system monitors potential candidates and delivers alerts when an ideal candidate is likely to be ready for a job change. Or a chat bot-based system like Talla can handle the grunt work of recruitment by answering candidates’ questions or conducting surveys – freeing up recruiters to focus their efforts elsewhere.
Whatever metrics you choose, measuring your recruitment effectiveness will help you to do more of what works and identify areas for improvement – and, importantly, it will help to demonstrate HR’s unique, value-adding role in the organisation.
Where to go from here
If you would like to know more about measuring HR effectiveness, check out my articles on:
Or browse the KPI Library to find the metrics that matter most to you.
Bernard Marr is a world-renowned futurist, influencer and thought leader in the field of business and technology. He is the author of 18 best-selling books, writes a regular column for Forbes and advises and coaches many of the world’s best-known organisations. He has 2 million social media followers and was ranked by LinkedIn as one of the top 5 business influencers in the world and the No 1 influencer in the UK.