Recruiting qualified employees is of central importance for companies in order to strengthen their competitiveness and ensure long-term success. But how can the success of a recruitment campaign be measured objectively? In this specialist article, we shed light on the various aspects of measuring success in recruitment and show how modern methods and technologies can help to make the recruitment process more efficient.

The importance of effective performance measurement in recruiting

Targeted performance measurement in recruiting is essential in order to continuously optimise the process and increase efficiency. It is not only about controlling the costs per recruitment, but also taking into account the quality of the applicants and the time it takes to fill a position. Comprehensive performance measurement enables companies to target their resources and make strategic decisions based on sound data.

Success factors in recruiting

A successful recruitment campaign depends on a variety of factors. The right positioning of the job advert, a clear target group definition, an attractive employer brand, effective sourcing strategies and a smooth candidate experience all play a key role. Ilka Szentkiralyi, founder of indivHR, summarises this complexity in a nutshell:

"A holistic measurement of success in recruiting should take both quantitative and qualitative aspects into account. It's not just about the number of applications, but also about how well the candidates fit in with the corporate culture and how positive their experience was during the application process."

Quantitative performance measurement

Quantitative performance measurement in recruiting focuses on measurable key figures. These include, among others:

1. Incoming applicationsThe number of applications received is an initial indicator of the interest of potential candidates in the job advertisement.
2. Channel efficiencyThe effectiveness of various recruiting channels (e.g. job portals, social media, career fairs, speeches, referral programmes, landing pages, etc.) can be analysed using click and conversion rates.
3. Time until occupationThe average time from job advertisement to contract signing provides information on the efficiency of the recruitment process.

Qualitative performance measurement

Qualitative performance measurement aims to assess the fit between candidates and the company. This includes:

1. Applicant qualityThe suitability and qualifications of applicants can be determined by assessing their professional skills and personal qualities.
2. Candidate ExperienceThe satisfaction of applicants with the application process has a direct influence on the perception of the company as an employer.
3. Misshire: Number of employees hired who leave the company within the probationary period

Use of technology to measure success in recruiting

Modern technologies help companies to optimise the measurement of success. Applicant tracking systems (ATS) enable the centralised collection and analysis of applicant data. Artificial intelligence can help to filter applications and identify the best candidates more quickly.

Example of an indivHR customer:

A medium-sized technology company conducted an extensive recruitment campaign with indivHR to attract highly qualified developers for a newly created department. Thanks to our active sourcing support, the number of suitable candidates was increased by 30% compared to previous campaigns. At the same time, the time to fill the positions improved by 25%.

Would you like to optimise your recruiting campaigns and benefit from targeted performance measurement in recruiting? Book an appointment now for a free initial consultation with indivHR and let our experts advise you.