How to measure the

effectiveness of recruitment processes

Agenda

• What is KPI
• Why is it important
• What are the main Recruitment KPIs we use
• Ways to Measure Recruitment Effectiveness

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What is KPI

• Key Performance Indicator
• measurable values used to evaluate how successful a person or organization is at reaching a target
• Organizations use KPIs to evaluate success at reaching targets

Why is KPI Important

1. KPIs engage employees
2. KPIs connect your purpose and your culture
3. KPIs make everyone accountable for performance

So… What is the connection to Recruitment?

• Just like any other facet of the business, the recruitment process should be analyzed to ensure the strategies and processes in place are effective
• The recruitment efforts directly affect the company's business and KPI.
• KPIs use data to provide insights into how close (or far) you are from reaching your recruiting goals and helps you make more strategic decisions about where to allocate your time and money.

Our Recruitment KPIs

• Quantity
• Quality
• Speed
• Candidate Experience

Quantity

How many people we need to hire (Yearly HC Plan)

Quality

• Quality of hire
• Quality of the process
• Candidate Funnel
• Source Mix

Our Candidates

Funnel

Full Stack Funnel - Feb 22

Our Metrics

• CV Screening-Phone Interview Ratio
• Phone Interview-#1 Interview Ratio
• The Stages conversion
• Offer-Hire Ratio

CV-Phone Interview Ratio

Phone Interview-#1 Interview Ratio

The Stages Conversion

Offer-Hire Ratio

Our

Sources

Sources

• Overall CV number from each source vs. Hired candidates.
• Sources Relevancy Rate

Source Mix

R&D Positions Overall* Source Mix - Feb 22

*Number of CV’s

Source Mix

Feb 22

• In order to see the full picture we need to see with what sources we succeed - Our hired source mix.
• That way we can understand 2 things
• where we should put our efforts
• what sources brings us “noise”.

Overall Source Mix

Hired Source Mix

Source Relevancy

• Relevancy - Candidates who passed our Phone Interview stage.
• Each recruitment organization can define his own relevancy rate.
• The relevancy rate helps us to understand which sources are bringing the most relevant candidates.
• We would like to strengthen these sources.

Speed

• Hiring Process Time
• This is the Avg. time in days to complete the step in the Full Stack Positions.

Keep in mind when working with Data

• Data always needs to come with the right context.
• Try to bring insights and not just facts.

Candidate

Experience

Candidate Experience

• One of the most important factors for attracting talent.
• A good candidate experience will make candidates feel good about your company after they see how you treat them.
• A better candidate experience might make them eager to share their good feelings with others, helping build up your company brand.
• The data backs all of this up – 42% of candidates will not apply for a position at if they’ve had a bad experience with you, and one in five (22%) actively advise their peers to not apply as well.

How we measure candidate experience

1. Candidate experience survey - Results.
2. Glassdoor

Thank You