Indicadores de reclutamiento

The world of talent and recruitment is fascinating and constantly evolving. Metrics play a crucial role in identifying effective strategies and optimizing the selection process. Addressing the employee lifecycle, from building the employer brand to eventual separation, is essential to managing talent with inclusion and diversity. On this occasion, we will focus on the recruitment indicators during this cycle, providing you with practical tools and essential references for you to audit and improve your recruitment processes.

What are the main stages of the employee life cycle?

The employee life cycle is made up of several crucial stages for talent management within an organization. Here are the stages that are essential:

1. Employer branding: The first impression candidates have of your organization.
2. Recruiting: The process of attracting and selecting the ideal candidate.
3. Onboarding: Integrating new talent into the organization.
4. Performance evaluation: Measuring employee performance and results.
5. Talent development: Fostering employee growth and potential.
6. Retention and Separation: Retaining important employees and carefully managing separations so that they become brand ambassadors.

How should recruitment metrics be measured?

How important is the origin of candidates?

Identifying the origin of candidates allows you to optimize strategies. The channels are varied:

• Search on professional networks such as LinkedIn.
• Postings on job sites and on the organization's website.
• Employee referrals.
• Internal mobility of employees.
• Third-party services or headhunters.

According to Skillroad Technology, the best sources include:

• 31% from advertisements on specialized sites.
• 22% from employee referrals.
• 11% from internal applications and the organization's website.
• 10% from a third party.

How long does it take to fill a position?

The average time to hire varies, but according to the Society for Human Resources, it is 41 days. Breaking this time down into stages allows us to identify bottlenecks, for example:

• 15% in the application process.
• 23% in human resources review.
• 37% in hiring manager review.
• 23% in interviews.
• 2% in hiring.

How to calculate the hiring cost?

The hiring cost is obtained by adding internal and external costs divided by the number of hires. Consider including:

• Internal: Recruiter salaries, interview costs, infrastructure.
• External: Headhunter fees, advertising, recruiting events.

Studies suggest that the cost to hire an entry-level employee is approximately $3,400 USD to $4,129 USD.

What additional metrics should be considered?

• Candidate experience: Measured through anonymous satisfaction questionnaires, seeking to improve employer brand reputation.
• Offer acceptance rate: 90% is reasonable, allowing to identify problems if it decreases.

How to use these metrics in practice?

The use of an efficient dashboard will allow you to document and track each indicator relevant to your organization. It is vital to have visibility on metrics not only related to recruitment, but also onboarding and performance, for comprehensive talent management.

Are you ready to put what you have learned into practice and transform your recruitment management? Remember that metrics are your allies to outline effective strategies. Continue exploring and improving your processes to achieve organizational success!