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Recruiting Metrics That Matter

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  • strategy
  • contingency recruitment
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  • Recruiting Metrics That Matter

Recruiting Metrics That Matter

  • by admin
  • January 25, 2012
  • contingency recruitment, metrics, strategy, talent acquisition
  • 6
Candidate Employment Human resources Interview Job description Organization Ratio Recruiter
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Organizational Mason, Talent Acquisition Enthusiast, Rebellious Recruiter, Purple Squirrel Hunter, and Challenger of the Status Quo. Semper Fi. Opinions mine.

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Article Comments

  1. Lars Volz

    January 30, 2012 10:14 PM

    Well said.

    • Brenden Wright

      January 31, 2012 7:43 AM

      Thanks Lars. Appreciate that. Are there other metrics you think are important?

  2. Mike Saltzman

    February 11, 2012 11:56 PM

    Average time before strategy meeting
    Elapsed days before resumes first submitted
    Elapsed days before resumes first submitted was approved/disapproved
    Elapsed days before resumes first interview
    Ratio of resumes submitted to approved-with source information
    Ratio of resumes submitted to disapproved-with source information
    Ratio of resumes approved to interviews-with source information
    Ratio of inaction by manager to submitted resume

    • Brenden Wright

      February 12, 2012 7:32 AM

      Thanks for these Mike! All good points of information. What system do you use to accurately get at this data?

  3. Jason Haney

    September 23, 2014 8:57 AM

    Are these ratios based on a vendor nuetral (VMS) or direct relationships/master vendor environments?

    • Brenden Wright

      September 26, 2014 8:12 AM

      Hi Jason. To which ratios are you referring? If you are asking about the ones in the post, it doesn’t matter. These ratios measure effectiveness, no matter what the vendor or VMS environment.

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