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

Success measurement in recruiting

The importance of effective performance measurement in recruiting

Targeted performance measurement in recruiting is essential to continuously optimize the process and increase efficiency. It is not just a matter of controlling the costs per hire, but also of 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 recruiting campaign depends on a variety of factors. The right positioning of the job ad, 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, sums up this complexity:

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

Quantitative performance measurement

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

  1. Applications received: The number of applications received is an initial indicator of potential candidates' interest in the job posting.
  2. Channel efficiency: The effectiveness of different recruiting channels (e.g. job portals, social media, career fairs, speeches, referral programs, landing pages, etc.) can be analyzed using click and conversion rates.
  3. Time until occupation: The average duration from job posting to contract signing provides information about 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 quality: Applicants' suitability and qualifications can be determined by evaluating their professional skills and personal qualities.
  2. Candidate Experience: Applicants' satisfaction with the application process has a direct impact 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 support companies in optimizing the measurement of success. Applicant tracking systems (ATS) enable the central collection and analysis of applicant data. Artificial intelligence can help filter applications and identify the best candidates more quickly.

Example of a customer of indivHR:

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

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