Are you using recruiting metrics that matter?

What Recruiting Metric Are You Using Today? Cost per Hire Time to Fill Quality of Hire None/Other

Challenges

Lack of Insight: Forces you to be cheaper, but cheaper isn’t always better. Being cheap won’t help you attract top-tier candidates.

One Size Fits All: Different roles require different investment to hire (e.g., new CFO vs office admin). How do you account for this with a one-dimensional cost per hire metric?

The Solution: Hiring Budget

5% 20%

A metric that anchors the cost of recruiting a candidate to their intrinsic value (i.e., first-year salary)

Now you can tailor your recruiting investment based on the type of candidate you are trying to hire (e.g., function, seniority, etc.)

Challenges

Lack of Insight: Forces you to be faster, but being fast for the sake of it isn’t helpful. What matters is, can you hit your hiring goals next year or not?

One Size Fits All: Different roles & functions have different timelines to hire (e.g., new CFO vs office admin). How do you account for this with a one-dimensional time to fill metric?

The Solution: Hiring Velocity

0% 100%

A metric that answers the most important question for planning... what % of jobs do we fill on time?

Now you can help the C-suite accurately forecast the business’ ability to meet company growth objectives (e.g., open a new office, build a new team)

Challenges

Not Timely: Quality is often measured through year-end performance reviews or turnover rates. Can you afford to wait that long?

Unclear Definition: Does quality of hire measure employee satisfaction or employee performance?

The Solution: Net Hiring Score

-100% +100%

A flexible Net Promoter Score-like survey for both the Hiring Manager and New Hire to measure how much of a fit the new hire is for the job and vice-versa.

Now you have a scalable methodology evaluate the success of your recruiting function.

Challenges

77% of CEOs see hiring for key skills as the biggest threat to their business, yet 82% of Fortune 500 companies don’t believe they recruit highly talented people. - PwC & McKinsey

How do we improve our ability to hire top talent if we don’t even know how to evaluate our TA capabilities?

What data & metrics can we show to convince the C-suite that we need to invest in more Talent Acquisition if we want to beat our competition?

The Solution: Hiring Success Metrics

Three boardroom-ready metrics that give you a clear picture on your recruiting strategy & performance

Hiring Budget
Hiring Velocity
Net Hiring Score

Sample Hiring Success Scorecard

Three boardroom-ready metrics on the state of recruiting

Hiring Budget 7%
5% 20%
% New hire compensation
spent on recruiting those hires
Anchors recruiting investments to the value of new hires
Hiring Velocity 88%
0% 100%
% Jobs filled on time
Informs your ability to meet growth targets through new hires
Net Hiring Score +10
-100 +100
90-day post-hire survey of hiring manager & new hire
Fit & quality of new hires
Hiring Budget
7%
Hiring Velocity
88%
Net Hiring Score
10

Sample Hiring Success Scorecards

Compare your recruiting ROI with your industry peers’

Retail
Tech
Manufacturing
Pro Services
Finance
Education
Healthcare
Trade

Get Your Scorecard

Step 1: Select your industry to pre-fill with best in class averages.
Step 2: Submit for a sample scorecard or insert your own numbers for a personalized one.

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*Pre-populated with best in class averages