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If you are not currently using Hr recruiting metrics to measure new hire quality or hiring manager satisfaction, then you should begin doing so as this information could be very valuable in explaining changes that need to take place in the recruiting system or simply offer ways to make a good system even better.

While you do not have to implement all of these metrics at once, choose one or two that will help your recruiting system immediately and work from there. Over time, you can add more metrics until an entire measuring system andre dawson embroidered jersey has been created.

The Big Five

The five recruitment metrics used by recruiters are:

Recruiting Cost ratio (this includes staffing costs and new employee salaries over the year) Recruiting efficiency New hire performance Hiring manager satisfaction Employee starts (difference between date of offer and actual start date)

Metrics like these can be approached in different ways. Understanding how your company operates and the individuals within departments will help you conduct your research.?Even if you don't incorporate all five metrics into your recruiting analysis, it is in your best interest to choose metrics that will be valuable. Improving the recruitment process will not only save money, it will also build your company's reputation which will attract more qualified candidates, diversity, and innovative employees.

Recruiting Cost Ratio

The recruiting cost ratio is simply a number used to describe how much money HR spends on recruiting new employees. This is a simple calculation:

RCR = (Total Staffing Costs / Total Compensation Recruited) x 100*

Total staffing costs include recruiter travel, events, cost for job fairs, paperwork, supplies, recruiter salaries, bonus' offered to new hires, and any other expenses your department needs in order to function properly.

Total compensation recruited refers to new hire employee salaries or hourly wages for that year.

If you add these numbers and end up with andre dawson embroidered jersey a low percentage, then you are on the right track to becoming a more efficient department. If the percentage is higher than if should be, then you should look at where the department is spending money and the types of positions that were filled in order to justify costs or in order to find ways to cut costs in the future.

Recruiting Efficiency

This is another metric used to determine how efficient HR is about recruiting new hires and balancing expenses. After figuring out the recruiting cost ratio, you should subtract 1 from the percentage to figure out how efficient the department is.?Recruiting efficiency numbers should be high in order to be considered efficient.Becoming more efficient may require hiring more employees during the year to justify costs, cutting costs by traveling less, andre dawson embroidered jersey or not participating in those job fairs that cost too much and yield little in respect to new hires. Tracking how people find your company is an excellent way to judge venues that are successful and those that are not.?These metrics may be good starting points if you haven't been using metrics to measure the recruiting process so far. Understanding how much is being spent on recruiting and the success rates will give you a good idea on where improvements should be made.