10 Analytics every recruiter should follow | FastCollab | Blog

FASTCOLLAB 10 ANALYTICS EVERY RECRUITER SHOULD FOLLOW

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Numbers always facilitate an organisation to plan the efficiency of any activity. The same applies for hiring method as well. Using elaborated analytics reports bring out important insights to enhance the effectiveness of the hiring process.

1. Open vs planned vacancies: Start the hiring process by clearly mentioning what are the urgent job positions to open and what positions company is expected to open in future. This analytics will help hiring managers to manage the talent acquisition activities where exact timelines of next 6 months or a year can be provided.

2. Time for Hiring: When starting with the hiring process for new opening, it is recommended to take a note of the date of creation and planned closure date for the opening.

• 3. Channel sourcing: Procuring the channels to source the candidates is the most crucial step for any recruitment process.

• 4. Referral rate: Measure the number of referrals getting converted into new joiners, to plan a better incentive structure for the current employees.

• 5. Rejection Rate: Rejection rate can be seen as the ratio of number of candidates got selected to the total number of candidates appeared for the interview.

• 6. Offer acceptance rate: Measure the offer acceptance rate by no. of candidates accepted the offer against no. of offers released by the company.

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7. Mixed Gender team ratio: There are many benefits with a mixed gender team which show results in greater profits.

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8. Applicant Reports: Any effort put in recruitment process can turn out to be null and void if there is no tracker put in place to track applicants going through various interview stages. Recruiters should be able to track each applicant to know whom to reach for which interview process.

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9. Recruitment Performance Report: Every recruiter should be evaluated on the basis of daily, weekly and monthly recruitment performances.

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10. Cost of hire: The most importance analytics every company should track is the cost of hire for each applicant and each opening.

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