Are you looking to maximize the efficiency and effectiveness of your recruitment process? Are you curious about which recruitment analytics data points you should be tracking? If so, then this blog post is for you! Here, we’ll discuss the top 9 recruitment analytics data points you should follow. These include information about sourcing platforms, how long it takes to fill a position, how long it takes a candidate to hire, the diversity of your candidate pools, cost per hire, quality of hire, conversion rates, and candidate experience. 

All of these data points can give you valuable insight into your recruitment process and help you make better decisions in the future.

Recruitment analytics data points –

1. Track Time to Hire: The amount of time it takes for a candidate to move through the hiring process and become an employee. This metric helps to identify any delays in the hiring process and identify areas for improvement.
2. Track Time to Fill: When a job is posted until a hire is made. This metric helps to determine if your recruitment process is efficient and timely.
3. Measure Diversity of Candidate Pool: The extent to which candidates from different backgrounds and experiences are represented in your applicant pool. Having a diverse applicant pool is essential for creating an inclusive workplace.
4. Measure Quality of Hire: The performance ratings and job satisfaction levels of newly hired employees compared to other employees in the same position. This metric helps you evaluate how well a particular hiring strategy is working and determine whether or not adjustments need to be made.
5. Measure Cost Per Hire: The overall costs associated with filling a position, such as recruiting fees, salaries, and benefits. This metric helps organizations determine if they are getting value for their money regarding their hiring efforts.
6. Measure Conversion Rates: The percentage of applicants converted into hires. This metric helps identify areas where the recruitment process could be improved and understand where there may be weaknesses in the hiring process.
7. Assess Candidate Experience: The overall satisfaction level of applicants with the recruitment process. This metric is important for understanding what could be improved from a candidate perspective to attract top talent and increase engagement with potential applicants.
8. Track Location: The geographic locations of where job postings are being sent out and where qualified candidates are located. This metric helps organizations understand how effective their current recruiting strategies are and where they should focus their efforts to maximize their reach.
9. Measure Sourcing Platforms: The effectiveness of various recruiting platforms, such as job boards, social media, and more. This metric helps organizations determine which sources are most effective for sourcing talent and if any areas could be improved.

Recruitment analytics are essential for optimizing the hiring process and keeping hiring efforts competitive and efficient. By leveraging this data, organizations can make more informed decisions about their recruitment processes and create a positive candidate experience.