Never Have I Ever... Recruited without Evaluating Indicators

"Recruitment metrics are critical to ensuring that my hiring processes are effective," repeat this mantra with us.

Each metric and analysis ensure assertiveness in the choices of professionals, indicators appear as an essential first step to improve analysis and processes. It is our challenge to optimize processes to make them more reliable and efficient.

What is that important for?

Good indicators contribute to giving a more systemic and clear view, always based on real data about what happens daily.
With this, it is possible to make more assertive decisions, optimize your time, avoid expenses, assume a strategic position and, consequently, stand out from the competition.

When you start to work based on metrics and indicators, it becomes strategic and effective for the evolution of your recruitment process.
Data analysis will be increasingly constant and, therefore, it is necessary to have data that is consistent, reliable, and current.

What makes a metric good?

The best recruitment metrics may depend on the context of each sector, but it is important that they always allow comparisons at various times and contexts. While fast-growing companies will be concerned about the timing, companies in highly specialized markets, with a shortage of skilled labor, will place the number of applicants among their indicators.

But then, what are the essential points to consider good metrics? Always ask yourself:

• Can I calculate this metric easily?
• Will my client and I be able to understand my metric?
• Can I act to improve it?
• Does it focus on something that really generates value?
• Can I also use it at another time or with other clients?
• Can I have a history of these metrics for ideas and comparisons?

What metrics should recruiters be into?

Time to hire.
To identify the average time, simply divide the total time spent filling the positions by the number of vacancies that were open. It is important that this number leads to process improvements.

Hiring funnel.
The path taken to reach the hiring stage is what will be measured. Deadline, assertiveness, and resources used, among others, are some of the aspects that must be observed to measure the effectiveness of the process.

Percentage of vacancies closed within the deadline.
Meeting the deadline is one of the most crucial factors for companies and customers, as it involves bureaucratic processes.

Reasons for late closing.
This indicator expresses a justification for what is happening, it serves as a complement to the numerical metrics. Describe the reason, as well as the action taken to solve the problem.

Now that you have good metrics to measure your results, it's time to act!