Every recruiting department has a unique process designed to best fit its business.
The same is true when it comes to what recruiting metrics should be measured.
It's easy to get sucked into trying to measure everything, but taking a 'measure
what matters' approach proves more beneficial and manageable long term. In other
words, it's more important to track metrics and key performance indicators that
are actionable and can be used to improve business outcomes, like recruiting results,
costs, and cycle times. The best metrics to measure are the ones which generate
the most ROI for the organization:
- Business Relevant Metrics
- Recruiting Back Office Metrics
- Specialized Metrics
- Predictive Metrics
Each of these metrics provides recruiting leaders and executive leadership with
business intelligence to improve recruiting operations, hire better talent and improve
the recruiting department's bottom line.
To learn more about the four types of recruiting metrics and which ones you should
measure for your organization, download our whitepaper, "Which Recruiting Metrics Should Be Measured?"