So in the 2nd part of this 4 part series we discusses metrics used to set goals by. This time we are going to go over metrics that can be used to learn from. Now as I am sure you can imagine there will be some redundancy here. Also these types of metrics' are more than just pure numbers, you will need to collect some reasoning data, as to why things are happening but you can learn allot from this information. In fact "learning Metrics" are the most all encompassing of the types or uses for metrics.
So some of the metrics' that can be used to learn from and what you learn are, in no order:
Screen to the tech screen: this shows you what percentage of the people your staffing professional, recruiters, or screener are talking to that are going on to tech screen. What you can learn is how good or bad your people are at screening candidates, and also how good are the sourcers at sourcing. Now of course it is more than just the percentage you must also know the reasons to really know what is happening.
Tech screen to face to face interview: This is how many of the candidates being tech screened are going on to interviews. This can show you how good your screeners and sourcer are, and also tell you how good the tech screeners are. Of course again you will also need to know the reasons behind the decisions that impact these numbers.
Interview to offer: This will show us how good are tech screener are, as well as what percentage of interviewed candidates get offers.
Acceptance rate: This will show us what percentage of offers are accepted. This will also show us how good our people and hire teams are at closing a candidate
Hire Source: This will show us where we are getting our hires from. This will help you plan where to spend our money as far as sourcing goes.
Relocations: What percentage of our hires require relocation. Again good for budgeting.
Offers within Range: In most cases we have a salary range. However in some cases we need to go outside of that range,. This lets us know the percentage that are outside of the range, and again is good for budgeting.
Rush Interviews: This tells us what percentage of our interviews are rush, meaning must take place within 7days and there for cost us more. Again for budgeting.
Time to Fill: This is the time to fill an opening from when it is opened to when it is filled. This is important because it allows us to take into account how long it might take to fill a position. This is good for budgeting, project scope etc..
HM Turnaround: How long is it taking for the HM to get back to us about a candidate. This is important because it lets us know if the HM is a bottle neck.
Client Sat: This is simple, how happy are the clients with us.
Candidate Sat: How well did we take care of our candidates. This is important because, it goes to the companies reputation and thus its ability to get good candidates.
False Starts: How many candidates accept our offer, have a start date but then fail to start.
Signing Bonus: What percentage of candidates are getting singing bonus's. This is for budgeting purposes and general knowledge.
Hire still with company after 1 and 5 years and what level: This goes to how good was the hire, and turnover. Also what level are they at now. This goes for upward mobility.
OK there are allot more, but here are some of the best.
Please Remember with most of these it is not just the numbers you want. You need to know the why, how much, etc..
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