Recruiting costs can add up. Making sure you're getting the most value for every dollar spent is important and requires a healthy amount of analysis. But deciding what measurements provide the right insight can be daunting. This presentation helps define the right metrics and offers methods for recruiters to be more strategic in their approach. After the presentation, be sure to download the eBook: Recruiting Metrics that Matter by David Creelman for an even more in-depth look!

1. RECRUITING METRICS
THAT MATTER

2. Recruiting metrics are
much more than
spreadsheets.
Good metrics are
answers to key business
issues.
So, how can you find
metrics that matter…?

3. Ask questions that matter
to the business.

4. When leadership says they want to know:
• quality of hire
• cost-per-hire
• source of recruits
• time-to-fill

5. These generalized metrics, across an entire
organization…
Are difficult and time-
consuming to compile
Provide vague averages at
best
Rarely lead to insightful
change

6. The American National
Standards Institute (ANSI)
has useful guidelines on
how to accurately measure
cost-per-hire…
When we say difficult and time-consuming…

7. 37
The number of pages it takes
for ANSI to explain
how to calculate cost-per-hire.

8. Which would you rather know?
What is our quality of hire?
- or -
What is our quality of hire
in our most critical jobs?
To be more successful, get more specific.

9. For example, it may not be about cost-per-hire… it may be that management suspects the
company is taking the easy but expensive route of using staffing agencies, when hiring
could be handled equally well in-house. If that’s the real question, then the metrics that
matter are:
How often agencies are used and for what jobs.
Uncover the real purpose of the metrics.

10. Do they want to know “time to fill” or…
“What’s holding
up our critical
projects?!”

11. “Are we spending
limited recruiting
dollars in the right
places?”
Is it “What’s our best source of hire?” or…

12. To measure for recruiting metrics,
you need to have a well-defined
recruiting process.
That process should be sufficiently
automated so you can track how
long each step takes.
Good metrics require good tracking systems.

13. For example, to determine source of hire,
ask yourself:
• Is our talent management process capturing
source of hire accurately?
• Several sources are often involved for a single hire
– can our system handle this kind of complexity?

14. It is easy to justify the
investment in an
up-to-date system.
When HR uses recruiting metrics to answer
questions that matter to the business…

15. The final answer should be a short presentation
to management.
• Identify the real issues at hand
• Present and interpret the data
• Respond to questions
• Suggest actions to take
When you’re done, make your metrics
meaningful.

16. The process is much more focused–
and, frankly, much more fun.
When the goal is to answer questions that matter,
(and not just deliver numbers)…

17. Think in terms of seeking the
answer to an important business
question, not just numbers.
Educate leadership on the
complications and drawbacks of
producing generalized metrics.
Make sure you have a good talent
management system to collect
and analyze data.
TAKEAWAYS

18. Download the Full Paper
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Thank you!

19. About SilkRoad
SilkRoad® is a leading global provider of
cloud-based, end-to-end talent
management solutions that enable
customers to find, attract, develop, and
retain the best talent. The award-winning
SilkRoad® Life Suite® includes Talent
Acquisition, Talent Development, and
HRMS solutions that are delivered through
a Talent Portal to drive greater
engagement, collaboration, and user
adoption. The suite is easy to deploy, easy
to use, and affordable for businesses of
every size. Visit www.silkroad.com for
more information.
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