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The Future of Recruiting Metrics

William Tincup, PresidentRecruitingDaily

HR Tech World CongressTuesday, October 25th, 2016

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What do we measure today?

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Cost Of Hire, Time To Fill, Quality Of Hire, Cost Per

Available Hour, Revenue Per Employee, Cost Of Training, Employee

Productivity, Turnover, Voluntary Turnover Rate, Absence Rate, Benefit Or Program Costs Per Employee, Benefits As A Percent Of Salary, Compensation As A Percent Of

Total Compensation, Compensation Or Benefit Revenue Ratio,

Engagement, Percent Of Performance Goals Met Or Exceeded,

Percent Receiving Performance Rating, Training/Development Hours, Tenure, Turnover (Annual), Turnover Costs, Workers’ Compensation Cost Per Employee, Workers’ Compensation Incident

Rate, Cost Of Turnover, Involuntary Turnover, Hiring Cycle, Cost Of Employee Training, Safety, Lost Time, Average Length Of Employment, Employee Demographics,

Technology Usage, Absenteeism, Employee Satisfaction, Cost Of Benefits, Employee Motivation

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What should we measure today?

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● Candidate Satisfaction● Company / Brand Reputation● Recruiting NPS● Talent Pipeline Value● Internal Mobility● Employer Brand Effectiveness● Job Satisfaction● Time To Productivity● Happiness 360● Regrettable Turnover

● Employee Engagement● Recruiting Costs● Quality of Hire● Company / Brand Attractiveness● Time to Hire● Recruiter Satisfaction● Hiring Manager Reputation● Employee Referrals● Recruiting Efficiency● Skills Acquired

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Candidate Satisfaction

% of engagement in the recruitment process.

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Company / Brand Reputation

What people say about you when you’re not around.

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Recruiting NPS

The Net Promoter Score for the entire recruiting function.

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Talent Pipeline Value

The combined value of all your next hires.

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Internal Mobility

Once you’ve recruited them, where do they go next?

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Employer Brand Effectiveness

Score based on your ability to recruit in a competitive market.

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Job Satisfaction

Once you’ve placed them, how happy are they?

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Time To Productivity

Speed in which candidates become productive employees.

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Happiness 360

Score of happiness from ALL recruiting stakeholders.

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Regrettable Turnover

% of employees that leave that you regret.

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Employee Engagement

% of employees that are engaged with daily work.

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Recruiting Costs

Budget for recruiting increasing, staying the same or decreasing?

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Quality of Hire

Employee that adds value quickly and is engaged.

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Company / Brand Attractiveness

Apple, attractive. Amazon, not attractive. What are you?

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Time to Hire

The time elapsed between when you wanted to fill and filled.

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Recruiter Satisfaction

How happy are your recruiters on a daily basis?

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Hiring Manager Reputation

Is this someone you’d want to work for or avoid?

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Employee Referrals

% of hires that come directly from employees.

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Recruiting Efficiency

The flow from sourcing to hiring to onboarding.

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Skills Acquired

In total, we either add skills or lose skills.

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My Favorite 5Company / Brand Attractiveness

Company / Brand ReputationInternal MobilityRecruiting NPS

Regrettable Turnover

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• Company / Brand Attractiveness (external)• Are we the employer of choice?

• Company / Brand Reputation (external)• Do candidates think highly of us?

• Internal Mobility (internal)• Do we have a plan to keep them?

• Recruiting NPS (internal)• Are all the stakeholders of recruiting satisfied?

• Regrettable Turnover (outcome)• Do we have the ability to keep our best talent?

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YOU’VE GOT QUESTIONS. I’VE GOT ANSWERS.

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William Tincup, SPHR, SHRM SCPPresidentRecruitingDaily

Email = tincup@recruitingdaily.comMobile = +1 469-371-7050Twitter = @williamtincupInstagram = @williamtincupLinkedIn = linkedin.com/in/tincupFacebook = facebook.com/tincupSkype = williamtincup