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Hiring Metrics That Matter In 2021

Kelly Lee
Digital Content Specialist


hiring team success metrics

Desk of Contents

One of many coolest components about being a recruiter at SmartRecruiters is that not solely am I personally just about on model, on a regular basis – I’m, in any case, a ‘good recruiter,’ however extra importantly, recruiting right here is a lot greater than a price middle.

It’s on the core of all the pieces we do as a enterprise. We imagine that Hiring Success and enterprise success are inexorably intertwined. However at an organization like SmartRecruiters, connecting folks with jobs at scale is extra than simply our enterprise mannequin. It’s our backside line.

Our mantra right here at SmartRecruiters is “you might be who you rent.” It’s most likely a little bit of a cliche to say that an organization is simply pretty much as good because the folks working there, however all I do know is, for recruiters, the flexibility to draw and develop the most effective expertise doable makes our jobs a complete lot simpler. 

At SmartRecruiters, I’ve been fortunate sufficient to companion with our superb Hiring Success crew as we construct our model – and bandwidth – all around the world. Which means scaling up our inside Hiring Success groups in order that our folks can scale on the identical fee as our platform, and that now we have the fitting expertise in the fitting roles on the proper time, on a regular basis. At no time is that simple, however because of Hiring Success, we’ve confirmed the age outdated adage that recruiting is just not, the truth is, rocket science. 

Hiring Success, nonetheless, takes a a lot completely different strategy than conventional recruiting, and I’d doubtless be doing my crew and I an ideal disservice if I defaulted to utilizing the “anticipated” metrics for the sake of expediency. As a result of whereas I’ve been recruiting my complete profession, at SmartRecruiters, versus my earlier roles, how we rent – and the way we take into consideration hiring – is basically completely different. 

Let me offer you an instance. 

In conventional recruiting, there’s usually an overemphasis on extra conventional metrics – issues like time to fill, value per rent, and, after all, the ever elusive high quality of rent (how can a subjective and summary assemble be benchmarked?). 

None of those measurements really let you know something about whether or not or not the hiring course of was as environment friendly and efficient as doable; merely, they inform us how a lot we’ve spent to search out expertise and the way lengthy it took us to take action. 

At SmartRecruiters now we have embraced a totally completely different set of analytics that takes a way more holistic and built-in take a look at the recruitment course of and optimizing TA outcomes. 

Internally, our use of the Hiring Success metrics have allowed us to maneuver from order takers to strategic enterprise companions – a shift that’s pervasive among the many employers who’ve adopted the Hiring Success methodology of their expertise organizations. 

The Three Metrics of Hiring Success

Hiring FundsThe Hiring Funds is the sum complete of recruiting prices related to hiring new candidates, as a proportion of the full wage of the brand new staff or new rent payroll
Hiring VelocityHiring Velocity measures one easy factor: the proportion of jobs stuffed on time. 
Internet Hiring RatingJust like the Internet Promoter Rating (NPS), which measures buyer expertise, the NHS measures the match between new hires and jobs.

That’s to not say that my days are spent in conferences or enterprise updates. Like most recruiters, my calendar is normally filled with candidate interviews. I speak to as many candidates as doable in order that I can discover the expertise my hiring managers must fill their roles.

As my stakeholders, my major focus when coping with hiring managers is constructing relationships and including enterprise worth – so, I’ll admit, it’s not usually that metrics are the very first merchandise on my agenda throughout each assembly. 

However irrespective of how good a partnership a hiring supervisor and I might need, irrespective of what number of jobs I fill, I do know that if the recruitment analytics don’t present empirical proof of Hiring Success, then I do know I haven’t completed my job as a recruiter – and sure, let down the hiring managers who depend on me to assist them rework human capital right into a aggressive benefit.

Candidate Pipeline

After I need to establish bottlenecks wherever in my hiring course of, or if I need to streamline and simplify these processes for better effectivity and efficacy, the Candidate Pipeline dashboard is my go-to useful resource. That is one among my standby visuals that’s obtainable inside SmartRecruiters’ Supply to Rent analytics. 

That dashboard successfully represents a central vacation spot for monitoring candidate progress throughout requisitions inside an outlined time period, and likewise permits me to offer my Hiring Managers with the data and insights they’re searching for from a real expertise advisor through the hiring course of.

So, what precisely do I personally use the Candidate Pipeline dashboard for? Listed below are a few use circumstances that come to thoughts:

  • I can perceive the common time the recruiting course of takes, from “hello to rent”, for each particular person jobs and throughout groups and areas. As soon as I understand how lengthy the method takes (at every step and general),  I’ll have an thought of the place our crew can optimize the method.
  • I can monitor my progress over time by viewing Candidate Pipeline information throughout completely different time durations. This may help you see the way you’re bettering over a particular time period, or provide help to redirect your efforts. 
  • As a expertise crew chief, I can immediately establish which jobs require probably the most assets or help, and which crew members would possibly want some assist to make Hiring Success occur; this data is accessible in a single dashboard that makes recruitment analytics simple.

Hiring Plan Dashboard

Recruiting is a marathon, not a dash – it may possibly at instances be an intense and aggressive race to the end line for TA, candidates and hiring managers alike. 

It’s simple to get misplaced in your day by day grind, however typically it’s vital to take a step again and try how far you’ve are available in that race, how far you need to go, and what it’s going to take to really cross the end line.

That’s the place the Hiring Plan Dashboard is available in. It’s an effective way to trace hiring progress at a excessive degree, and instantly know the standing of all my positions over a choose time period – I  usually default to quarterly views inside the Hiring Plan Dashboard, since, properly, that’s how we presently plan our development headcount.

I can even drill all the way down to see weekly progress, quarterly, or annual stories,  making it a perfect solution to see which hiring managers or enterprise companions would possibly want extra help (or the place I’d must intervene by way of hiring technique or useful resource allocation).

Professional tip: search for the Hiring Plan Dashboard in SmartRecruiters inside the Supply-To-Rent analytics part. Don’t forget-  you can even share entry to your Analytics with different hiring stakeholders, like fellow recruiters, HR Enterprise Companions or hiring managers, offering self-service performance for actual time reporting and requisition administration.

Among the methods I leverage the Hiring Plan Dashboard all through the complete recruitment course of embrace: 

  • Monitoring our hiring plan progress towards targets by means of benchmark information, significant metrics and actionable analytics that present me how I’m performing in actual time, on a regular basis
  • Figuring out which requisitions, areas or departments may use a serving to hand
  • Using historic hiring information to tell future hiring plans and forecast how properly these plans are prone to inform based mostly on the roles I’ve already stuffed
  • Understanding precisely how open positions or jobs are distributed throughout the group, and making certain the proper alignment of recruiting assets required to provide optimum Hiring Success outcomes

Report Builder

If you’re in recruiting, chances are high the questions you get from hiring managers and expertise acquisition stakeholders sound like variations on the identical recurring themes. These ought to sound fairly acquainted.

“The place precisely do our candidates come from?”

“How lengthy does the appliance course of take for <no matter place I’m presently hiring for> and the way lengthy will it take to really fill that position?”

“The place are we shedding candidates? Why are candidates dropping out of the method? What can we do to repair it?”

You get the purpose. These sound just like the solutions needs to be pretty easy and simple, however clearly, producing empirical proof and precise analytics round these advanced and sophisticated questions is something however. That’s the place Report Builder is available in.

Virtually everybody on our Hiring Success groups will get a excessive quantity of questions from Hiring Managers, and that’s to be anticipated. Our crew depends on Report Builder to filter down this information into digestible dashboards, in order that we will entry the analytics required to reply these questions with as a lot element as doable. 

Utilizing Report Builder, I can’t solely get customized stories based mostly on required ranges like job area, applicant supply or date – and these stories are simple to export immediately into the information visualization instrument we use to make this foundational expertise information simpler to interpret, analyze and current to related recruiting stakeholders or hiring managers as wanted.

Quarterly & Yearly Hiring Metrics

I usually marvel how I carried out over the past quarter, how my particular person recruiter productiveness and hiring outcomes diverse 12 months over 12 months, or how my Hiring Success outcomes stacked up towards the opposite recruiters on our Hiring Success crew.

I additionally satisfaction myself on hitting my hiring plans, however what they are saying about the most effective laid plans (assuming, after all, they exist within the first place, which isn’t at all times a given in TA in the present day). 

By recurrently accessing our Hiring Success analytics, when there’s some kind of variance between hiring plan and recruiting outcomes, I’m capable of meaningfully measure what points are non permanent/ one-offs particular to small teams, and what points want extra strategic options. 

For instance, if we deliberate to rent 100 folks, however solely stuffed 85 jobs, that isn’t at all times a foul factor – typically, they’re really proof that these hiring plans are working in the case of quick time period hiring, and are additionally driving long run Hiring Success outcomes.

Every time a 12 months or quarter involves an finish, I flip to the Hiring Success Analytics dashboard to see how my crew is doing collectively in the case of our Hiring Success Analytics. 

Clearly, all the pieces we do by way of each operation and technique is devoted to driving steady Hiring Success all through the complete hiring lifecycle, however for periodic reporting, I’ve found that hiring velocity, particularly, may be probably the most correct indicator of how properly we’re doing at delivering actual recruiting outcomes and actual enterprise worth. 

It’s a metric that’s simple to miss, however one which I’d encourage each SmartRecruiters consumer to pay nearer consideration to.  In the end, how effectively we will entice, choose and onboard the expertise our enterprise must succeed at scale is basically an important Hiring Success consequence on the market. 

The one approach our enterprise can survive – and thrive – is that if our hiring velocity can sustain with our enterprise development. In the case of supporting a excessive development enterprise like ours on a world scale, there’s no solution to understate simply how a lot velocity counts. Backside line: when you aren’t getting the fitting folks into important roles once you want them, it may possibly have large ramifications throughout your organization.

There are a ton of various methods to leverage the Hiring Success dashboard inside SmartRecruiters, however just a few of those I believe me and my crew usually make the most of probably the most embrace:

  • Monitoring adjustments in our expertise acquisition crew and recruiting associated outcomes over time, and performing any associated related variance evaluation that is perhaps required
  • Conducting month-to-month, quarterly or annual opinions with each my direct supervisor and our firm management crew, and exhibiting how I’m performing towards my very own targets
  • Monitoring our Internet Hiring Rating to make sure that we’re continuously bettering each the hiring supervisor and new rent expertise all through your course of.


In the event you’re in recruiting (notably at a excessive development firm), that having the information and insights related to Hiring Success makes it simpler to be a real enterprise companion and expertise advisor to hiring managers and management alike. Once you come to the desk with significant information that describes your crew’s successes and hiring outcomes, as an alternative of leaning on anecdotal proof and compulsory metrics, you then change into greater than a recruiter.

Metrics and information assist make Hiring Success a actuality, and attaining Hiring Success is far more important to your enterprise than simply getting “butts in seats.” The analytics assets  in SmartRecruiters present a robust instrument for monitoring our hiring progress, whereas additionally permitting us to optimize our total recruitment course of. 

Except for driving enterprise outcomes, It’s additionally good to have the ability to entry your personal numbers. That approach I can exhibit that not solely am I doing my job and hitting my targets, however I even have the information to show it obtainable at my fingertips. That peace of thoughts lets me concentrate on what actually issues: connecting the fitting folks to the fitting jobs at scale, on time and beneath price range. 

In fact, that is the literal definition of Hiring Success. In the event you’re not aware of the Hiring Success framework, its foundational pillars and the right way to use the methodology as a aggressive benefit in in the present day’s more and more advanced and cutthroat expertise market, we’ve received you coated.

Click on right here to take a look at The Definitive Guide to Hiring Success. It’s received all the data recruiters must get began on what’s been an important journey of my profession: shifting from being simply one other recruiter in a price middle to changing into a trusted expertise advisor who’s immediately chargeable for supporting our enterprise – and our backside line. Which is about all {that a} recruiter can hope for, actually. The street to Hiring Success begins right here. Obtain The Information At present.

The put up Hiring Metrics That Matter In 2021 first appeared on SmartRecruiters Weblog.


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