10 KPIs we use to measure recruiting success

In the dynamic realm of talent acquisition, measuring recruiting success is crucial for organizations striving to build top-performing teams. Today, Recruitery will introduce 10 KPIs we use to measure recruiting success, as well as helping organizations identify areas where they are doing well and areas where they can improve.

What are KPIs?


KPIs, or key performance indicators, are metrics that organizations use to measure their performance. They are typically used to track progress towards goals and objectives.

In recruitment, KPIs play a pivotal role in assessing process effectiveness. They serve as valuable metrics for organizations to identify strengths and areas ripe for improvement.

Why is it important to measure recruitment success?

There are several reasons why it is important to measure recruitment success. 

  • First, it pinpoints organizational strengths and improvement areas, providing insights that drive strategic adjustments for enhancing the overall effectiveness of the recruitment process.

  • Second, measuring recruitment success can help organizations to justify their recruitment investment. By showing that the recruitment process is effective, organizations can demonstrate that their investment in recruitment is worthwhile.

  • Third, measuring recruitment success can help organizations to attract and retain top talent. By showing that they are committed to recruiting the best people, organizations can attract and retain top talent.

10 KPIs we use to measure recruiting success

Organizations can employ various KPIs to gauge recruitment success, but 10 stand out as particularly crucial:

1. Employee Retention Rate


  • Calculation Methods: Utilize advanced methods such as dividing the number of employees who stayed during a given period by the total number at the start and analyzing retention rates for specific roles or departments.

  • Ideal Targets: Establish nuanced benchmarks based on industry standards, organizational goals, and the nature of the workforce.

2. Time-to-Fill Positions

  • Efficient Recruitment Processes: Streamline recruitment through strategies like optimizing job descriptions to attract the right talent and implementing technology to automate repetitive tasks.

  • Benchmarking against Industry Standards: Compare not only the overall time-to-fill but also dissect the process to identify bottlenecks and areas for improvement.

3. Sourcing Effectiveness

  • Quality Hires from Specific Sources: Evaluate the quality of hires from various sources (e.g., job boards, social media, career fairs), considering factors such as cultural fit, skill alignment, and long-term performance.

  • Measuring Source Performance: Employ metrics like conversion rates from source to hire and the return on investment (ROI) for each sourcing channel.

4. Successful Application Rates


  • Quantity and Quality of Applications: Analyze not just the quantity but also the quality of applications received, including considerations for diverse candidate pools and relevant qualifications.

  • Alignment with Job Requirements: Implement artificial intelligence and applicant tracking systems to match applications with job requirements efficiently.

5. Candidate Quality Assessment

  • Assessment Methods: Utilize a mix of structured interviews, skills assessments, and psychometric evaluations for a holistic candidate evaluation.

  • Accuracy in Skill and Competency Evaluation: Implement data-driven approaches to validate the accuracy of skill and competency assessments over time.

6. Offer Acceptance Rates

  • Success in Offer Presentations: Incorporate personalized and transparent communication during the offer stage to increase the likelihood of acceptance.

  • Candidate Satisfaction: Conduct post-acceptance surveys to gauge candidate satisfaction and identify areas for enhancement.

7. Cost-Effectiveness of Recruitment


  • Comparing Actual Costs with Budget: Conduct a granular analysis by categorizing costs, including advertising expenses, recruiter fees, and technology costs, to pinpoint areas for optimization.

  • Optimizing Costs across Sources: Implement a dynamic budget allocation strategy based on the performance of each recruitment source.

8. Impact of New Hires

  • Positive Impact on Team Dynamics: Evaluate team dynamics through 360-degree feedback and assess the integration of new hires into team structures.

  • Measuring Organizational Performance: Implement key performance indicators to quantify the contribution of new hires to organizational goals and objectives.

9. Feedback from New Employees

  • Collecting Insights from New Hires: Establish regular feedback mechanisms, including onboarding surveys and one-on-one check-ins, to gather insights from new employees.

  • Measuring Satisfaction and Adaptation: Integrate feedback into continuous improvement initiatives, focusing on enhancing satisfaction levels and facilitating smoother adaptation.

10. Total Recruitment Cost per Hire

  • Cost Breakdown: Explore detailed costs, encompassing direct (e.g., advertising, recruitment software) and indirect (e.g., productivity loss during training) costs. 

  • ROI Comparison: Calculate the return on investment by comparing total recruitment costs with the long-term value and performance of hired employees

How to Calculate and Analyze KPIs


Calculating and analyzing KPIs is the key to understanding the effectiveness of your recruitment process.

1. Calculating KPIs

Calculating KPIs is simple. For many, it involves dividing one metric by another. For instance, to find the employee retention rate, you divide the number of current employees by the number at the start of a period.

2. Analyzing KPIs

After calculating KPIs, analyze them to assess your recruitment process. When reviewing KPIs, focus on key indicators:

  • Trends: Track changes in KPIs over time. A declining employee retention rate may signal a need for recruitment process adjustments.

  • Benchmarks: Compare KPIs with industry benchmarks to gauge performance.

  • Goals: Assess KPIs against set goals; adjustments to the recruitment process may be needed if goals aren't met.

* Here are some tips for analyzing your KPIs:

  • Diversify KPIs: Utilize various KPIs for a comprehensive view of your recruitment process.

  • Consider the broader context: Beyond numbers, analyze trends and benchmarks for a deeper understanding of recruitment performance.

  • Implement changes: Act on your analysis by making adjustments to enhance recruitment process performance.


So, Recruitery has provided you with 10 KPIs we use to measure recruiting success. By understanding and implementing these 10 KPIs, organizations can optimize their recruitment processes, attract top talent, and build a workforce that contributes to sustained success and growth.