Measuring success in volume hiring is no easy feat. Which is why we've put together this list that provides a starting point for the metrics you need to look at when evaluating the effectiveness and efficiency of your hiring processes.

Attraction Metrics

Attraction are a set of measurements and indicators used to assess the effectiveness of attracting potential candidates to job opportunities as well as the overall employer brand. These metrics shed light on the effectiveness of recruitment marketing strategies and initiatives aimed at generating job seeker interest and engagement.

Examples

• Job views + Trend: The number of views or impressions received by job listings and the trend in views over a specific period.

• Applications + Trend: The number of job applications submitted by candidates and the trend in application volume over time.

• CPA (Cost Per Application) + Trend: The average cost incurred to generate one job application and the trend in CPA over a specific period.

Performance Metrics

Performance metrics are concerned with assessing the effectiveness and efficiency of the hiring process as well as the quality of candidates. These metrics provide insights into various stages of the recruitment process and aid in measuring overall recruitment performance.

Examples

• Monthly job views split by paid + organic: The number of job views generated through paid advertising efforts versus organic (non-paid) sources in a given month.

• CPA (Cost Per Application): The average cost incurred to generate one job application.

• Apply rate split by paid + organic: The percentage of job views that result in an application, divided into paid and organic sources.

Traffic Source Metrics

Traffic source metrics aim to track and analyse the various channels through which candidates discover and engage with job opportunities. These metrics assist organisations in determining the efficacy of various recruitment channels and allocating resources accordingly.

Examples

• Channels x spend x job views x applications x CPA x conversion: Analysing various traffic sources or channels based on their spend, job views, applications, cost per application, and conversion rates.

• Campaign x spend x job views x applications x CPA x conversion: Evaluating individual recruitment campaigns based on their spend, job views, applications, cost per application, and conversion rates.

• Daily performance s spend x job views x applications x CPA x conversion: Tracking the daily performance of recruitment efforts, including spending, job views, applications, cost per application, and conversion rates.

Budget Metrics

Recruitment budget metrics focus on tracking and analysing the financial aspects of recruitment activities. These metrics assist organisations in effectively monitoring and managing their recruitment budget.

Examples

• Total spend: The total amount of money spent on recruitment advertising or marketing efforts.

• Budget tracker: A tool used to monitor and track the allocation and utilisation of the recruitment budget.

• Budget history: A record of past budget allocations and expenditures for recruitment purposes.

Conversion Metrics

Conversion metrics focus are utilised to assess how effective the recruitment process is at converting potential candidates into successful hires. These metrics assist organisations in determining the effectiveness and success rate of their hiring efforts.

Examples

• Users + trend: The number of users visiting the recruitment website or platform and the trend in user traffic over time.

• New users + trend: The number of new users visiting the recruitment website or platform and the trend in new user traffic over time.

• Sessions + trend: The total number of user sessions (interactions).

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