Six important recruitment metrics

Sourcing Stats Let’s begin with square one: Sourcing. Recruitment provides us a lot of choices when it comes to sourcing channels. Job boards, employee referrals, social media, you name it. Producing sourcing options is excellent of course, but measuring their effectiveness is great. Understanding which channel provides you the best candidates, who ideally set into actual hires additional down the line can be very valuable and cost-effective. Applicant Drop-Off Rates How many of your candidates don’t make it to the end of the application method? And at what time do most of them drop off? Do most of them mainly drop off via mobile or especially desktop? If you observe your application completion/drop off rates, it should serve you to answer these sorts of questions. The insights you obtain from the received data is useful when you begin optimizing your application methods. An example, it turns out that of almost all the applicants who use mainly the mobile version of your website to fit for a job, only 10% thoroughly read the job description from top to bottom while on the desktop version this is almost 70%. In this case, you might consider writing your mobile job description. Speaking of mobile, a well taken free careers page – and application method – indeed isn’t voluntary anymore: > Over 90% of today’s job seekers handle their (smart)phones to job hunt. > 45% of them does so on almost a daily basis and; > 89% of them consider that mobile devices are a vital part of the job seeking process. Smartphones are a preferred mode of engagement for most of the organizations, whether it is for entertainment, communication or indeed recruitment. So if you want to hold a chance trying to hire these tech-savvy digital natives, a visually oriented, mobile-enabled recruitment management software and the application process is your starting point.