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What are the most effective KPIs to measure the success of your job postings?

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If you run a staffing service, you know how important it is to attract and hire the best candidates for your clients. But how do you know if your job postings are reaching the right audience and generating enough interest? That's where key performance indicators (KPIs) come in handy. KPIs are measurable values that show how well you are achieving your goals. In this article, you will learn about the most effective KPIs to measure the success of your job postings and how to use them to improve your recruiting strategy.

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Umang Sharma
Manoj Chikala

Sr. Talent Acquisition Specialist @ AMD | IT & Semiconductor Recruitment Expert | Certified Tech Recruiter | Lean Six…

1 Application rate

The application rate is the percentage of people who view your job posting and apply for it. It indicates how appealing and relevant your job description is to your target candidates. A low application rate may mean that your job title, salary, benefits, or requirements are not attractive enough or that your posting is not visible enough. To improve your application rate, you should optimize your job title and description, use clear and concise language, highlight your value proposition, and promote your posting on multiple channels.

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Umang Sharma
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Measuring the success of job postings involves tracking various Key Performance Indicators (KPIs) to assess their effectiveness. Here are some of the most effective KPIs to consider: Number of Applicants: Quality of Applicants Time to Fill: Source of Hire: Conversion Rate: Retention Rate Cost per Hire: Diversity Metrics: Candidate Feedback: Employee Referral Rate:

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Manoj Chikala

Sr. Talent Acquisition Specialist @ AMD | IT & Semiconductor Recruitment Expert | Certified Tech Recruiter | Lean Six Sigma Black Belt | Passionate About Building Diverse Teams | LinkedIn Top Recruiting voice
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Application Rate: Measure the percentage of views that result in applications, indicating the attractiveness of the job posting. Quality of Applicants: Evaluate the relevance and suitability of candidates applying for the position. Time to Fill: Track how long it tak es to fill the position from the posting date, indicating efficiency in sourcing. Cost per Hire: Calculate the expenses associated with hiring against the number of hires made. Applicant Source Effectiveness: Analyze which sources (job boards, social media, referrals) yield the most qualified candidates. Offer Acceptance Rate: Measure the percentage of candidates who accept job offers, indicating the appeal of the position and hiring process.

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Swati Negi

Assistant Manager HR || Top LinkedIn HR & Operations Voice || Specialize in talent acquisition, people, and culture, and have over 22k followers|| US Medical Billing ||US Healthcare|| RCM Industry
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Application Conversion Rate: Measure the percentage of visitors who apply for the job after viewing the posting. Time-to-Fill: Track the time it takes to fill a vacant position from the posting date to the candidate's acceptance. Quality of Hire: Evaluate the performance and fit of candidates hired through the job posting in terms of skills and cultural alignment. Source of Hire: Identify the most effective channels for attracting qualified candidates and optimize recruitment strategies accordingly. Click-through Rate (CTR): Monitor the number of clicks on the job posting relative to the number of views. Cost-per-Hire, Applicant Pool Diversity, Retention Rate, Social Engagement, and Applicant Experience Feedback, etc.

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2 Time to fill

The time to fill is the number of days it takes to fill a vacancy from the moment you post the job until the moment you hire someone. It reflects how efficient and effective your recruiting process is and how competitive your offer is in the market. A high time to fill may result in losing qualified candidates to other employers, increasing hiring costs, and reducing client satisfaction. To reduce your time to fill, you should streamline your screening and interviewing stages, communicate regularly with candidates and clients, and use automation tools to speed up tasks.

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3 Quality of hire

The quality of hire is the value that a new hire brings to your client's organization in terms of performance, retention, and alignment. It measures how well you match the candidates' skills, experience, and fit with the client's needs and culture. A high quality of hire means that you deliver candidates who meet or exceed the expectations of your clients and contribute to their goals. To increase your quality of hire, you should define clear and realistic criteria for each role, use data-driven assessments and feedback, and monitor the post-hire outcomes.

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4 Source of hire

The source of hire is the channel or platform where you find and attract candidates for your job postings. It shows which sources are most effective and efficient in generating applications, interviews, and hires. A well-balanced source of hire means that you diversify your recruiting efforts and use a mix of different sources, such as job boards, social media, referrals, or your own talent pool. To optimize your source of hire, you should track and analyze the performance of each source, invest in the ones that yield the best results, and test new ones.

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Sihuri Santos

Contrato as Pessoas Certas Para a sua Empresa | HeadHunter| Consultora de Recursos Humanos | Gest?o de Pessoas | Atendimento ao Cliente
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O KPI "Fonte de Contrata??o" é essencial para entender de onde vêm os candidatos que acabam sendo contratados. Certa vez, em uma empresa observamos que a maioria dos candidatos contratados vinha de indica??es de funcionários atuais, sinalizando que o programa de indica??o de funcionários estava funcionando bem e que os colaboradores estavam recomendando a empresa para seus contatos. Por outro lado, se a empresa perde muito tempo cadastrando vagas sem ter retorno de candidatos, pode ser um alerta de que a empresa precisa rever suas estratégias de recrutamento interno ou contar com a ajuda de um consultor de RH. Essa análise ajuda a adaptar os esfor?os de recrutamento para focar nas fontes mais eficazes, economizando tempo e recursos.

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5 Cost per hire

The cost per hire is the total amount of money you spend on recruiting and hiring a candidate for a job posting. It includes both internal and external costs, such as advertising, technology, salaries, travel, or fees. It helps you evaluate how profitable and sustainable your staffing service is and how well you allocate your resources. A low cost per hire means that you optimize your recruiting budget and maximize your return on investment. To lower your cost per hire, you should plan your recruiting strategy, leverage your existing network, and negotiate with vendors.

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6 Candidate satisfaction

The candidate satisfaction is the degree of satisfaction that candidates have with your recruiting and hiring process. It reflects how well you treat and engage your candidates throughout their journey, from the first contact to the final decision. A high candidate satisfaction means that you create a positive and memorable experience for your candidates, which can increase your reputation, referrals, and retention. To improve your candidate satisfaction, you should be transparent and respectful, provide timely and constructive feedback, and solicit their feedback.

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Sihuri Santos

Contrato as Pessoas Certas Para a sua Empresa | HeadHunter| Consultora de Recursos Humanos | Gest?o de Pessoas | Atendimento ao Cliente
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Eu sempre gosto de comparar a satisfa??o do candidato a experiência de um cliente em um restaurante. Assim como um cliente avalia a qualidade da comida, o ambiente e o atendimento ao visitar um restaurante, um candidato avalia sua experiência ao interagir com uma empresa durante o processo de recrutamento. Se o servi?o é eficiente, a comida é saborosa e o ambiente é acolhedor, o cliente sai satisfeito e provavelmente voltará novamente, além de recomendar o restaurante para amigos e familiares. Da mesma forma, quando um candidato se sente bem recebido, valorizado e bem tratado durante o processo de sele??o, ele fica mais propenso a aceitar uma oferta de emprego e a falar positivamente sobre a empresa para outras pessoas.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective KPIs to measure the success of your job postings?

1

2

3

4

5

6

7

1 Application rate

2 Time to fill

3 Quality of hire

4 Source of hire

5 Cost per hire

6 Candidate satisfaction

7 Here’s what else to consider

Staffing Services

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What are the most effective KPIs to measure the success of your job postings?

1

2

3

4

5

6

7

1 Application rate

2 Time to fill

3 Quality of hire

4 Source of hire

5 Cost per hire

6 Candidate satisfaction

7 Here’s what else to consider

Staffing Services

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