Why it’s important
Tracking recruitment data is important because it allows you to adjust your processes accordingly for improved results. A good ATS will allow you to track a number of recruitment metrics but if you don’t have an ATS in place it is important to track these somewhere else even if this is just a spreadsheet that you manually update.
Things to consider
The metrics you decide to record will vary depending on your business and your specific set of problems you want to find solutions for. We recommend as a minimum tracking:
- Number of applicants for the role and where they have come from e.g. Indeed, company website, social media. This allows you to get a clear picture of what works well to attract candidates.
- Where do candidates fall out of your recruitment process and why? Tracking these conversion rates and investigating the reasons for drop off allows you include candidate support at the relevant stages.
- Cycle times – how many days between application and telephone interview or accepting job offer to start date for example. Consider how you can shorten these for increased candidate engagement and reduced drop off.
You can download our example Management Information Toolkit to see what other metrics we would measure here: MI Toolkit example (15 downloads)
What else?
We’ve collected a few ‘typical stats’ in our experience of recruitment to give you an idea of benchmarks.
- 70% plus of shortlisted candidates will attend their final interview
- Aim for around 80% of those that attend being offered roles
- Typically 90% of care candidates will accept the offer of a role
- Around 75% will then go on to start in these roles