How to measure recruitment effectiveness

During the negotiations, you should remember the rules of employment in the company and the budget allocated for hiring a candidate. However, it is worth at least a few issues to go easy on the future employee, to build a relationship and an image of an C Level Executive List attractive employer.



The indicator that evaluates the effectiveness of this stage is primarily time – determining how long this step took, how much time elapsed from the start of recruitment and from its various stages to the hiring of the employee. How to measure recruitment effectiveness? The recruitment funnel contains 5 separate stages. A specific set of performance indicators characterizes each and provides direct indicators of effective performance and points to required improvements and modifications in the future. In the first two stages of the recruitment funnel – building awareness and interest – you can measure the number of views of the company’s career site,







analyze search results and measure the conversion rate. At the application stage, we can verify how many completed the process. After the interviews, it’s worth conducting surveys to measure the level of candidate experience and determine how many candidates attended and how many did not show up for the interview. Once you’ve gone through all the stages of the recruitment funnel, you can measure the duration of that stage and the time that elapsed between the start of recruitment and the hiring of the employee.