Time to hire. Cost per hire. Best sourcing channel. We’re all familiar with these kinds of metrics.
Here are some others some of our customers are finding useful.
-The most common reasons why candidates are not selected to progress in the hiring process
-Time in each stage of the hiring process for the last 50 people
-Elapsed time between a candidate receiving an email about the first stage and them scheduling an interview (It may sound like a wonky process-centric metric but it can have a big effect on time to hire)
-Efficiency of each external recruiter
-Candidates reviewed by managers daily
On this last point: are you having trouble getting managers to take a look at the candidates they've been delivered?
Here's a tip.
Think of it like you're giving managers some ice cream. Ice cream is great, but you wouldn't usually tell someone to eat a gallon at once. You might give them a scoop or two a day. OK, three, for some folks.
Similarly, serve up a daily dose of candidates to your managers. Most of our customers set our system up to deliver about 10 great candidates. Managers will find it manageable and not overwhelming. They'll get through the list of great talent in a few days, about as long as it takes us to finish off a gallon of ice cream in our office.
