8 Important Recruiting Metrics You Must Track Today

大多数人力资源专业人员值得盐盐知悉招聘指标在改善招聘过程中的重要性。

Gathering the right data about your prospective hires can vastly increase your efficiency in filtering for the best candidates for the job. However, while three-fourths of HR professionals know the value of talent analytics whether they have a plan in place or not, this报告发现少于四分之四的公司完全使用它们。那些甚至可能甚至没有跟踪合适的招聘指标!

T.he purpose of tracking recruiting metrics is to gather and analyze data that can help the HR professional tie in their用规定的业务目标招募流程。T.he proper analysis can show the recruiter what is working, what needs improvement, and what needs to be eliminated in the hiring process.

It is therefore important to choose just a few metrics among the multitudes to attain your goals. Using the shotgun technique in tracking metrics may net you a significant amount of data that will not be at all relevant in making good hiring decisions, so you have just wasted your time.

T.hat said, some metrics are always going to be important no matter whatever the business goals happen to be. Here are 8 important recruiting metrics you must track today.

1. New Hire Progress

Assessing the quality of your hiring process will become evident when you track the progress of your new hires. Basically, you want to know how many of your hires within a certain period leave the company, at what point, and why.

T.o track this, you need to establish a set of milestones you expect each hire to achieve from day one. These milestones can serve as metrics to measure the new hire’s progress. Poor progress may indicate improper hiring practices, or it may indicate a problem with training and/or工作人员。It may even indicate that the milestones are too aggressive and/or are not realistic.

Remember to account for time of year, the quality of your current trainers, and the level of work demanded (which may change on a weekly/monthly basis).

2. Internal Promotions Vs External Hires

Are your current employees working their way up the ladder, or are you hiring from outside? If your external hires are high and your internal promotions are low, it may indicate a very poor internal attitude and atmosphere. If your employees are not being encouraged to progress, they are probably stagnating and are likely to be under-motivated.

3. Work Experience Requirements

您是否要求候选人有工作经验?雇用您不必从头训练的人来说当然是更安全和更具成本效益的,特别是对于某些关键角色。

However, work experience is not always necessary, and experienced workers tend to ask for a higher salary. On the other hand, you may be paying workers with no experience a lower wage, but you still have to invest money and time in training them. Of course, such employees are more likely to be highly motivated and develop a sense of loyalty to the company. The only way to know if your work experience requirement is justified is to measure experience versus performance.

T.rack if the level of experience of new hires has an impact on their performance, and in what manner. You will then be able to find the sweet spot of work experience (and salary level) for specific job roles.

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4. Repeat Hire Rate For The Same Jobs

If you are repeatedly replacing staff members because you have a high turnover rate for certain jobs, then it may be time to start investing more time and money into that area to lower the turnover rate and therefore reduce the repeat hire rate where you keep hiring different people for the same job over and over again.

Repeatedly hiring people for the same job because of a high turnover rate is a big problem, and you need to address it by either improving working conditions or by offering bonuses. If the job wears people down after a while, then turn one full-time job into two part-time jobs and split the pressure of the job.

5.提供接受率

你花了很多时间和精力,让人们申请了你的开放职位,过滤合格的,面试,最后你到达优惠阶段,他们不接受。如果这是往往的,你必须追踪,如果它确实如此,要找出它是否是因为您的优惠包是行业标准,或其他因素播放,如地点或家庭义务。

优惠验收率很容易确定。只需将优惠数量分开,并将其乘以100%。什么lower than 58%when recruiting new graduates may indicate a problem with your talent acquisition plan.

一个问题可能是你好gh minimum wage requirement, which makes making an offer that even new graduates will accept more difficult. For many companies, the minimum wage gives them very little margin for training costs when they take on low-paid but under-experienced employees to make them productive and high performing (high paid) employees. The alternative is to make a higher offer to attract already competent employees.

但是,如果您在一个行业中工作,法律允许您以低成本雇用员工,您有一点蠕动的房间。追踪每个候选人的就业和成功率,并确定为未经经验的工人支付低点是否值得投资。然后,您可以将更多的能量和努力招募低成本员工,并将其投入强化培训计划。

6. Number of Applicants

It may indicate the quality of your recruiting, but it may also indicate a high demand for jobs in your industry. Higher numbers of applicants may help justify a wage cut for current employees so you may hire more people, or you may wish to start offering applicants that were turned down a different-but-less-desirable job instead of re-advertising for the less desirable job.

7. Age of Applicants

It is generally a waste of time to track demographic information for your candidates when analyzing your talent acquisition plan, unless the role has an inherently specific requirement, i.e. gender-specific jobs. However, it may be worth recording the age of applicants simply to (and for no other reason than) see how the job market is changing. Changes in age trends may indicate looming trends in your business.

For example, if you mostly gain applications from people in their teens, but now you are only receiving applicants from people in their 30s, there may have been a cultural or educational change that is choking off your younger applicants where only people from the previous generation still want to work for you.College essays scholaradvisoroften reports shifts in college curricula that discourages students from certain job sectors.

8.保留率

如果您的保留率不好,那么您的人力资源部门可能需要重新考虑其管理策略。例如,员工可能开始与人力资源部门未正确剥夺的不切实际的预期工作,这应该在船上过程中发生。如果您不小心,员工保留率较差将花费您史诗般的金额。

Many companies offer trial periods of three weeks to three months for this reason. If you opt for a trial period, then seriously slash your HR department’s budget and streamline their process so you may offset the loss you incur with these trials.

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About the author:

Stacey Marone is a writer and a journalist focused on convincing people they can achieve almost everything they aim for. Personal motivation is an incredible driving force that not all of us understand. Her goal is to help people recognize their own potential.You can follow her onT.witter