Cohesion Logo
  • Solutions
    Fully Outsourced Recruitment

    Delivering end to end in-house recruitment services from attraction to on-boarding

    Campaign and Project Recruitment

    Bespoke recruitment projects delivering high-quality talent to your door.

    Temporary Managed Services

    Add value, visibility and compliance to your temporary workforce.

    Targeted Attraction Strategies

    Online and offline branding and attraction to your target applicant audience

    Assessment and Selection

    A bank of tried and tested screening and assessment techniques

    Engagement and On-boarding

    Ensuring that applicants have a fantastic engagement with your organisation

    Exit and Retention Interviews

    Identify why people leave, and how to retain your top employees

    Data and Analytics

    Taking advantage of big data in recruitment

    Recruitment Toolkit

    Learn from our recruitment toolkit for social care - attraction, assessment and on-boarding.

  • Case Studies
  • White Papers
  • Events
    • Event recordings
  • Blogs
  • Our Story
    • Join our team
  • Testimonials
    • Fairlie Healthcare
    • Friends of the Elderly
    • The Orders of St John Care Trust
    • Keychange
    • The North Bristol NHS Trust
  • Contact
Phone Icon
Search Icon
Contact Us

Data and analysis

Best practice

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
Footer Logo
Cohesion
  • Our Solutions
  • Our Story
Resources
  • Whitepapers
  • Case Studies
  • Events
  • News
Find Us
  • 2nd Floor
  • Stratford Court
  • Cranmore Boulevard
  • Solihull
Contact
  • 0121 713 8320
  • info@cohesionrecruitment.com
  • Privacy Policy

© Copyright 2022 - Cohesion Recruitment