recruiting kpis

Recruiting new candidates without a reliable measuring system to monitor and evaluate the efforts of the recruiting team can feel like navigating a maze while wearing blinkers. The recruitment strategy is hit or miss without focused efforts. That simply won’t do in the long run in today’s talent market. 

Utilizing crucial recruiting KPIs will help employers find the way and ensure that every hire is successful. KPIs are a group of quantitative measurements that are utilized to track the advancement of the objective. They give the ability to monitor the behavior of a single person, a group of departments, or even an entire company. The indicators should be as close to the organization’s desired values as possible.

It is conceivable that the business has the most effective hiring plan among all its rivals. However, if employers don’t track and measure the results of their hiring efforts as well as routinely spot flaws and fix them, the strategy will fail. The ideal recruitment KPIs can help employers consistently streamline and enhance the strategy throughout the hiring process and beyond. Therefore, how can you choose which KPIs for recruiters the company should be monitoring?

In this blog, we’ll explore what KPIs are in recruitment, how to measure recruitment success using KPIs, and what are the most common KPIs in recruitment.

What are KPIs in Recruitment?

Recruitment KPIs are essential performance monitoring tools created to maximize the value of the hiring process for the company. Setting hiring goals is only the first step; after that, employers must assess what works and what doesn’t, a process that KPIs were created to facilitate. Data is essential for identifying talent. 

According to LinkedIn, In 2023 the industry leader in corporate social networking, teams responsible for hiring are twice as likely to enhance their hiring process and three times more likely to experience cost savings if they have access to mature analytics. Recruiters can establish a hiring process free from bias and defects by using a data-driven approach, which can assist them in identifying their own. 

Employers use recruiting KPIs to explicitly track actions and outcomes related to the hiring process. Recruiting KPIs, such as cost per hire, offer acceptance rate, first-year turnover rate, and others, can provide insightful information.

The goal of data-driven improvement, however, goes beyond simply gathering as many metrics. Additionally, it involves outlining the team’s effort to achieve particular goals and developing the appropriate metrics to evaluate and address any issue. KPIs are what they sound like, and this is why they matter. 

Difference Between Metrics And Recruitment KPIs

KPIs and Metrics are frequently used in tandem. However, they are very dissimilar. Even though both measurements can be quantified, their functions are distinct.  An illustration of a recruiting metric would be the number of applicants for a position within the company. 

Recruiting KPIs, in contrast, would be the number of qualified applicants who proceed through the initial screening. Such recruitment KPIs make sure that the hiring team sees a strong return on investment and that the hiring process offers value to the organization.

How To Measure Recruitment Effectiveness Using KPIs?

Use KPIs to track your progress and align the hiring process with the overall business strategy and objectives. 

Pick SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) recruiting KPIs. Select KPIs that demonstrate how the efforts are saving the company money, bringing in top talent, increasing efficiency, or otherwise reflecting the return on investment for recruitment costs because employing new employees is a significant operation. 

Choose KPIs to demonstrate the value of the firm has additional unique objectives that can be related to recruitment. For instance, tightening up your recruitment funnel and selecting the best applicant for the job might help with retention efforts if new hire retention is a larger workforce planning goal.

1. Consider the business scale:

Select the most suitable KPIs with the organization’s entire Human Resources (HR) and Human Capital Management (HCM) strategy. Employers should consider the industry, company size, position in the employee market, and most relevant to their business and sector while choosing the recruiting KPIs. 

2. Create a productive hiring pipeline:

A talent pool or recruiting pipeline is a proactive method of hiring. It is a method of building an applicant pool for positions that are challenging to fill or have a high turnover rate. It includes creating a reputation as a desirable place to work, identifying passive candidates, and maintaining contact with applicants. 

Determine which teams, positions, or job categories may use some extra help and concentrate the efforts there. For instance, the employer might need to concentrate on strengthening the employment pipeline for retention of the financial team. 

3. Ensure the hiring process carefully:

To create and maintain a talent pipeline, recruiters should understand that a sizable investment in resources will be needed. KPIs help in merging these efforts to provide maximum results that improve the performance and the goal of the organization. 

Top 10 Most Common Recruitment KPIs

Depending on the goals, organizations could monitor a wide range of recruiting KPIs. For instance, employers might want to concentrate on candidate sourcing data to learn which channels attract the top prospects or on recruitment operations data to see how effective the hiring process is. 

Let us see what are the most important recruiting KPIs,

1. Time to hire: 

The time it takes to select, interview, and hire a new candidate after they apply is known as the “time to hire”. It must cover the entire procedure, not simply what happens after they make their choice. Forecasting and the creation of the whole recruitment plan can both benefit from knowing how long it takes to hire a new employee. Knowing that the hiring process normally takes two or three months to help employers plan to launch their recruitment drive to bring on the new hire at the appropriate time. 

Time to Hire = The number of days from when a position was posted and when a candidate accepted it.

The employers won’t become overworked and operations will always run smoothly if they can more accurately predict the time it will take to recruit the ideal new employee. They may also identify the areas where their hiring process is clogged up, come up with solutions, and cut down on the time it takes to hire. 

2. Quality of sourcing:

Employers want to make sure that they are getting the most out of any process they install when resources are already stretched thin. They don’t need to waste their time on a source that isn’t providing high-quality candidates if they’re drawing applicants from a variety of different sources like numerous job sites, LinkedIn, or referrals. 

Quality of sourcing = (Number of hires from a particular source / Total number of hires) x 100

Consider how many quality hires come from a specific source or how far along in the hiring process they are as a way to gauge source quality. If there can be a few outliers, it’s doubtful that all the finest hires come from a single source. It is crucial to ascertain which source functions well and to what extent. As a result, employers can invest more resources in what is working for them and stop wasting money on what isn’t. From here, they may create a solid pipeline that strengthens the hiring procedure as a whole. 

3. Application Completion Rate:

It’s not unusual for applicants to begin their applications and then give up in the middle. People get busy or self-judge, believing they are unfit for the position. But, if a lot of applicants drop out of the application process in the middle, employers probably lose out on excellent talent. There are two reasons they might decide to give up on the application. Either the procedure is excessively complicated, or it is unclear. 

Application Completion rate = (Number of applications received / Total number of applications started) x 100

This KPI can be measured to see if it’s necessary to review the hiring process. Enhancing its usability and responsiveness to mobile devices can assist in recruiting and keeping top-tier individuals who might otherwise fall through the cracks. 

4. Qualified candidates per vacancy:

Identifying the characteristics of the qualified candidates for a certain position is the first step with this KPI. Candidates may achieve this by asking hiring managers to respond to a survey on the suitability of the applicants who pass the initial screening. As an alternative, employers may consider the number of candidates that the hiring team wishes to interview after passing the initial screening. Now, employers can get a sense of the level of candidates’ qualifications for particular roles from other indicators, such as the interview-to-hiring ratio.

This KPI offers insightful information on how successfully they are attracting and advancing qualified candidates through the hiring pipeline. Lack of suitable applicants may be a sign of poor source quality, inaccurate or deceptive job descriptions, or a flawed screening procedure. 

5. Submit-to-interview ratio:

This KPI focuses on how many candidates have submitted to the hiring managers for the next level of interviews. A higher range in ratio might reflect issues with the sourcing and screening process as the sourcing and screening process should result in only candidates who have the qualifications to meet the manager’s requirements. 

Submit to interview ratio = (Number of candidates submitted for consideration / Number of candidates interviewed)

If employers experience difficulties meeting the recruitment KPI target for submitting to interview ratio, keep an eye on recruiting KPIs like hiring manager satisfaction and source of hire. 

6. Interview per hire ratio:

Although the interviews are essential to the hiring process, both candidates and hiring managers may find them to be time-consuming. A greater cost per hire results from a poor interview-to-offer ratio. Other recruitment KPIs such as applicant experience and net promoter score (NPS) also heavily rely on interviews. 

Interview per hire ratio = Number of candidate interviews / Number of job offers.

The ideal ratio between interviews and offers is 3:1. Verify that the hiring manager is creating or interviewing each job description if the average is greater. Then, pay attention to the sourcing and screening processes, as well as KPIs for recruiters like the number of qualifying applicants and the quality of the source. 

7. Offer acceptance rate:

Employers always hope that the applicant they give a job to will accept it. Regrettably, this isn’t always the case. Recruitment is a two-way process, and occasionally the applicant may extend the offer and decline the job. While they can’t expect every applicant to accept, it would be concerning if the majority of them didn’t accept the offer. This indicates that they made a mistake during the hiring process or that there are more serious issues with the business that they should address. 

Offer acceptance rate = (Number of accepted job offers) / (Total offers extended) x 100

This is why one of the recruiting KPIs they monitor should be the offer acceptance rate. Another KPI that describes itself is the offer acceptance rate. They may find out how many offers are accepted there. Simply divide the total number of tendered offers by the actual number of offers the candidates accepted. 

8. Cost per hire:

There will always be a cost associated with recruiting. Even so, employers still need to watch out for spending and make sure the candidates they hire are of the highest quality. Employers may find out how much money they spend on average in employing a new employee by monitoring the cost per hire. It can assist them in preventing wasteful expenditure, but it also enables them to budget and plan if they anticipate a significant increase. 

Cost per hire = Total hiring cost / Total number of hires

It’s crucial to consider the average cost per hire, but you should also consider each hire separately. Comparing this amount to the average shows where employers can make savings without compromising the quality of their hire and indicate whether spending a little extra money might result in a stronger applicant. 

9. Quality of hire:

The goal of the recruitment process is to identify the best-qualified applicant for the position. Employers can tell how successful their team is in filling positions by evaluating the quality of hires. Typically, “quality” will be unique to the company and the objectives they’re pursuing. Employers can evaluate several variables, such as how quickly the candidate reaches full productivity and fulfilling job performance, and how well they integrate into the organizational culture, to quantify this KPI. A recruiting manager satisfaction survey can be used to gauge how pleased line managers are with their recent hires. 

Before a candidate starts working, it can be challenging to forecast all of these. But as time goes on, They’ll be able to spot trends between high and low-quality employees. These details help them determine if a candidate is likely to be a good fit for the business or not. 

10. Candidate Net Promoter Score (NPS): 

The candidate NPS measures how candidates feel about the hiring process and how likely they suggest their business to others. This shows the candidate’s satisfaction with their hiring process. Employers can conduct a pool of all applicants and gauge this KPI by asking them to rate their likelihood of suggesting the business on a scale of 1 to 10. Anyone who gives a result of 1-6 is considered. Those who answer 9 to 10 are promoters, while answers 7 and 8 should be disregarded. Anything more than 50% is considered to be a strong score. 

Net Promoter Score (NPS) = (The percentage of promoters – the percentage of detractors) 

By improving candidate experience and organization reputation over time and solidifying as the top employer in the industry, a high NPS will provide an advantage over rivals.

KPI Dashboard For The Recruitment Process

How can employers quantify the success of the recruitment process? That depends on the objectives of the company. Recruitment dashboards are reporting systems that enable the evaluation of performance and visualize KPI data. Dashboards show current information to help in decision-making and link recruiting efforts to corporate goals. 

1. Recruitment agency’s KPI

Measuring the effectiveness of recruitment may vary for agencies, consultants, or individual hiring managers. Recruiting agencies should upgrade and provide results in a highly competitive field. The valuable KPIs for agencies concentrate on top-of-funnel and initial-stage recruiting operations. Create a dashboard that features the following KPIs and emphasizes sourcing and talent screening activities;

  • Targeted hires.
  • Application completion rate.
  • Submit to interview ratio.
  • Qualifies candidates per vacancy.
2. Recruitment manager’s KPIs

Recruiting managers are chargeable for providing ROI for recruitment functions. Management can visualize the costs associated with different recruitment funnel stages. Create a dashboard with the following recruiter KPIs that highlight the value-added recruiting activities;

  • Time to hire.
  • Cost per hire.
  • Quality of sourcing.
  • Interview per hire ratio.
3. Recruitment consultant’s KPIs

A targeted approach to a recruiting strategy is frequently offered by recruiting consultants. They apply their skills to enhance current HR resources and boost productivity at particular points of the hiring process. Create a dashboard that features the following KPIs and data from specialty recruiting activities and strategies;

  • Candidate experience. 
  • Adverse impact. 
  • Offer acceptance rate.
  • Manager satisfaction.

Methods To Enhance The Efficiency Of The Recruitment Process

The talent competition is now taking place online. A successful approach involves tracking recruitment KPIs and utilizing data. Organizations also need contemporary technologies and internet recruiting strategies to stay competitive.

1. AI screening tools: 

Based on criteria in the search for the ATS or HRIS platform, recruiting software driven by ML algorithms can rapidly weed out unqualified applicants and shortlist hundreds of qualified individuals. To prevent negative effects, AI-powered software can detect and eliminate discriminating words. 

2. Predictive hiring evaluations: 

Data-driven hiring and recruiting are made possible by advancements in data science and predictive analytics. Large data sets from performance management systems and HRMS databases can be processed by software programs using predictive models and advanced algorithmic techniques. 

Utilizing business intelligence, data analysis produces hiring assessments that are more accurate, potentially improving KPIs like turnover rate, quality of hire, and cost per hire.

3. Digital Evaluations: 

Employer review sites like Glassdoor and online employment portals have transformed how job seekers interact with the hiring process. Before the hiring process even begins, digital evaluations on these platforms provide information about the employer’s brand, including details about the work environment, pay, and work-life balance. Managing the material on these websites with employer-branded content and keeping an eye on KPIs linked to the dialogues taking place in this area should be part of the recruiting strategy. 

Tips For Improving KPIs

We’ve already established how crucial it is to monitor the performance of KPIs. By enhancing them, employers can improve their hiring process. We offer some tips for raising the KPIs. 

1. Streamline the KPIs: 

Technology is on everyone’s side, and automating operations enables employers to maintain consistency and minimal work in keeping track of them. Making a KPI dashboard with interactive charts will enable them to give anyone in a hiring position easily accessible visual data. They may analyze their hiring process at any time and identify any difficulties early on by automating the calculation.

2. Use skills assessment tests: 

Employers can hire more quickly, impartially, and based on the candidate’s demonstrable skills by using skills assessment tests. They can help them shorten the selection process and save money by weeding out unqualified candidates. They can take the pre-employment test to verify all of that.

3. Include the entire team: 

It is not something that recruiters can’t do on their own. They can fix problems more quickly if they involve their team. Finding a new solution or improving those KPIs they already have will be easier if they include more professionals. Task execution and idea generation become significantly simpler. 


One of the biggest expenses for businesses of all sizes is related to human resources and recruiting. To assist in managing internal recruiter KPIs and reporting on progress, an integrated HRMS platform offers a collection of software programs that can store and arrange the data. 

Employers may gain an understanding of the hiring process they need to start making smarter decisions by tracking KPIs. Understanding how the choices and actions affect the hiring outcomes, helps to identify specific actions and procedures to enhance the hiring process. 

Consider using specialized recruitment software that automates data gathering, analyzing, and reporting to streamline and optimize KPI tracking. The best place to start if it’s time for a software upgrade is with Skillrobo’s comparative report.

To find the top opportunities, employers only need to submit their company-specific requirements to them. Organizations should combine KPIs with robust pre-employment assessment tests in Skillrobo to make the right hiring decisions.

Sign up here for a free demo!

Upgrade your hiring process with Skillrobo’s Pre-Employment Software and start making better recruitment decisions today!