How can you optimize your hiring funnel using recruiting metrics?

S?o kpis que mensuram a efetividade do processo de recrutamento, como por exemplo, o custo por contrata??o, o tempo para preencher uma vaga etc. As métricas de recrutamento proporcionam dados para que possamos otimizar o processo de recrutamento.

Recruiting metrics are commonly known as KPI's, both in house and within agency. These metrics often measure the effectiveness of a recruiters / teams pipeline, candidate quality and ability to meet hiring manger requirements. Often a 5 screened, 3 interviewed and 1 hired per position is the ideal funnel. To save recruiter and hiring manager time, a quality over quantity model is preferred.

Recruiting metrics are quantifiable measures used to assess and analyze various aspects of the recruitment process. These metrics provide insights into the effectiveness, efficiency, and success of an organization's hiring efforts. Common recruiting metrics include: time to fill, cost per hire, offer acceptance rate, and sourcing channel effectiveness.

As métricas ajudam a avaliar o desempenho do processo de recrutamento de uma empresa, e s?o essenciais para entender a eficácia desse processo, identificar áreas de melhoria, reduzir custos e garantir que a empresa está atraindo e retendo os melhores talentos.

As métricas de recrutamento s?o essenciais porque proporcionam uma vis?o objetiva e mensurável do desempenho do processo de contrata??o. Elas ajudam a avaliar a eficácia das estratégias de recrutamento, identificar áreas de melhoria, reduzir custos, e garantir a sele??o de candidatos qualificados, contribuindo para o sucesso global da empresa. Além de tudo isso: " o que n?o é medido n?o é gerenciado"

Recruiting metrics are essential in measuring the effectiveness of the recruitment team. Are we simply submitting resumes to have higher number candidates presented or are our teams presenting a smaller number of quality candidates. These metrics are also crucial as they affect your "time to fill"; how long from the role posted to the moment the role is filled. These metrics are also important in data after the hire is made, also known as retention. This will allow us to see whether or not candidates pass the probation period and are performing up to company standard and are showcasing the required skills.

As métricas de recrutamento fornecem dados para a empresa saber se está contratando as pessoas certas da maneira certa. Por exemplo, se a taxa de rotatividade está alta, podemos ter problemas no processo seletivo ou nas estratégias de engajamento das pessoas colaboradoras.

When tracking and analyzing these metrics, organizations can identify areas for improvement, make data-driven decisions, and optimize their recruitment strategies to attract, select, and retain top talent.

As métricas de recrutamento fornecem valiosos insights sobre o desempenho do processo e permitem que as empresas tomem decis?es embasadas em dados como o retorno sobre o investimento, o tempo e o custo para preencher vagas, a experiência dos candidatos, os índices de rotatividade e o engajamento das equipes.

Tracking applicant volume isn’t a good use of time. If you can fill a role by screening 5 candidates for faster and cheaper than screening 500, why would 500 applicants be deemed successful? Keep this in mind when you evaluate your hiring success.

Escolher as métricas de recrutamento certas envolve alinhar os objetivos da empresa com indicadores relevantes para esta. N?o há receita pronta. Dentre as mais comuns podemos citar: tempo médio de contrata??o, qualidade das contrata??es e taxa de reten??o, alem da eficácia das fontes de recrutamento e feedback dos candidatos para uma abordagem abrangente.

When you are hiring for the first time, focusing on just 3-5 key metrics makes things manageable while allowing you to make the best use of your time. The top 3 I would focus on are the quality of hire, application rate, and cost per hire. The quality of hire tells you how effective your interview process and your job attraction areas are. Job attraction areas are things like your careers page, job description, benefits, and interview process is. The application rate tells you if you are posting on the right platforms, on the right days, and how attraction your job posting is. The cost per hire tells you how efficient your team is at reviewing applications, if they’re asking the right interview questions and timely in response time.

I believe this is where a lot of companies and agencies go wrong. Choosing the right metrics to track and focus on is vital. Choose the metrics directly related to the RECRUITING efforts of the organization, not the retention. Measuring things like employee satisfaction, referral rate, etc are not effective measures of a recruiting process. Focus on channel effectiveness, average interviews per position, average candidates per hire, and time to fill.

As métricas corretas s?o aquelas que ser?o realmente utilizadas para posterior tomada de decis?o. é importante que a pessoa que atue com recrutamento compreenda quais s?o as principais, pois caso contrário, significa apenas mais um processo falho da área de rh.

The KPIs are fairly straightforward when measuring the right ones. For example, if you measure how many candidates you typically source for a position, how many are typically called in for an interview, and how many of those interviews lead to a successful hire, then you can start to form predictive measures around recruiting. For example, using averages, your organization averages 20 sourced candidates per opening, 8 of those are interviewed, and that leads to 1 hire, then you can start to understand the goal of sourcing is to hit the 20 candidate number. This is a very basic illustration but it reinforces the point.

Existem diversas fontes de informa??es para analisar as métricas do processo de recrutamento, mas o fundamental que é essa análise seja regular e com o objetivo de comparar os dados, identificar as tendências e os padr?es e implementar melhorias no processo de recrutamento.

These metrics should be in real time if possible. It’s is extremely important as with any funnel to be able to pivot when needed if you aren’t getting desired results. I recommend having one person on your team responsible for the metrics and knowing when they need to inform hiring managers that they may need to take action. For example if a job has been posted for 5 days and there are less than 100 applicants then you probably need to revisit the job description or your online presence. Have someone monitor daily and report weekly but also alert if immediate action is needed.

é importante analisar as métricas em cada etapa do processo, desde a atra??o dos candidatos até a contrata??o, ou seja, é preciso avaliar métricas como taxa de convers?o de candidatos, tempo médio em cada etapa do processo, taxa de rejei??o de candidatos, entre outras, para identificar gargalos, ajustar estratégias de atra??o, melhorar a experiência do candidato, reduzir o tempo de contrata??o e aumentar a qualidade das contrata??es. Ao acompanhar e analisar as métricas do funil de contrata??o, as empresas podem tomar decis?es embasadas em dados para otimizar o processo de recrutamento e garantir que est?o atraindo e retendo os melhores talentos.

Be careful, it may be tempting to use metrics like conversion rate, time to fill and others as objectives for your team. I would suggest against this. I use this as a tool for the team to understand how they can optimize processes, influence business and make better and more efficient hires at the end. The major risk with these being used as objectives is recruiters will simply try to achieve the searched stat neglecting quality and other factors.

Data integrity is absolutely critical to using metrics…I’ve been in numerous environments that are metrics driven and the first conversation I have with my leaders is around what are the metrics you will use to measure my performance and is the data you use trustworthy to reflect an accurate picture?