21 best recruitment KPIs for recruiters to measure success

Recruitment is a high-stakes puzzle, and the pieces don’t just fall into place on their own. 

Finding the right candidate takes strategy, timing, and a keen eye for what’s working, and what’s wasting time.

Whether you’re a seasoned recruiter who’s seen it all or someone who’s just starting their journey, one thing’s for sure: you need to find a way to separate what’s actually working from what’s just giving an illusion of progress.

That’s where recruitment KPIs come into play. But not all KPIs are created equal. 

Some look flashy on a report but do absolutely nothing to your hiring process (kind of like those “motivational” posters in offices no one really reads). 

We’re not here for those.

We’re here to break down the 21 best recruiting KPIs that genuinely matter- the ones that help you hire faster and better. 

So, grab your coffee, stretch out, and let’s dive in.

What are recruitment KPIs?

If you thought of KPIs as your personal GPS for hiring, without them, you’d basically be driving blindfolded, hoping you’ll somehow end up at the right destination (aka hiring the perfect candidate).

Spoiler alert: that rarely works.

KPIs, or Key Performance Indicators, are the measurable metrics that tell you whether your recruitment process is on fire (in a good way) or going up in flames.

They track everything from how long it takes to fill a role to how many candidates ghost you before the final interview.

In short, they help you separate the winning strategies from the ones that are just draining your time and energy.

In simple terms, KPIs give you the data, or the hard facts. 

They help recruiters pinpoint areas of improvement and even prove the value (and return on investment) of specific requirement efforts. 

You might also hear them called Talent Acquisition KPIs or Hiring KPIs, but no matter the name, they’re all about making sure you’re hiring the right people in the right way. 

How to calculate recruitment KPIs?

Alright, so you’re ready to look into the numbers. 

But how do you actually calculate recruitment KPIs without feeling like you’re crunching members in an algebra class? 

Fear not, we’ll break it down in a way that actually makes sense. 

Step 1: Get SMART

Before you start measuring anything, make sure your KPIs follow the SMART rule. 

That’s specific, measurable, achievable, relevant, and timely, because, let’s face it, you can’t measure your success if you’re picking metrics that are too vague. 

Pick KPIs that tie directly into your business goals. 

If your company is fixated on saving costs, look at metrics like cost-per-hire. 

If the priority is retention, focus on how many of your hires stick around past the 6-month mark. 

Step 2: Consider your uniqueness

Your industry, company size, and position in the market all play a role in what KPIs are most relevant. 

A startup may care more about time to fill, while an established corporation might be tracking the quality of hire to ensure new employees fit the culture. 

Consider your company’s current hiring HR strategy and what makes sense with your specific hiring needs. 

For example, let’s say you’re in the tech industry, struggling to fill developer roles. Your KPIs might need to focus on candidate sourcing efficiency or the number of passive candidates you’re engaging. 

The point is, don’t pick KPIs that don’t align with your specific needs!

Step 3: Build a killer recruitment pipeline

Now, here’s where things get fun.

Your recruitment pipeline is your dream team, and it should always be stocked with great candidates, even if you don’t have an immediate opening.

Think of it as proactive speech: building your brand, finding passive candidates, and engaging with potential hires even when you’re not hiring right now.

KPIs can help measure the effectiveness of this strategy by tracking things like how many candidates drop off at each stage or how many candidates get referred by current employees. 

Step 4: Keep your recruitment funnel tight

No one wants to deal with a leaking funnel.

If you’re wasting time interviewing candidates who just aren’t the right fit, you’re losing valuable resources. 

By tracking metrics like interviews-to-hire ratios or candidate conversation rates at each stage of the funnel, you can spot where things are falling apart and fix them fast.

Step 5: Track the dollars and cents

We all know recruiting costs can add up, but how do you prove that your efforts are worth every penny?

Enter KPIs like Cost Per Hire and Return On Investment (ROI) for recruiting. 

These help you track how much you’re spending to bring someone on board versus how much that hire actually brings to the company. 

Step 6: Get feedback

Once your new hires settle in, send them a quick survey to measure their satisfaction with your recruiting process. 

Are they happy with their experience? Did they feel informed throughout? 

This feedback can give you an invaluable KPI, like Candidate Satisfaction Score, which helps fine-tune your hiring process and boosts your employer brand.

21 best recruitment KPIs you need to start tracking right away 

1. Time to fill

This KPI measures the number of days it takes to go from “We need to hire someone ASAP” to “Congrats! You’re hired.”

A short Time to Fill is great. It means your process is smooth, efficient, and candidates aren’t left waiting forever.

But if it’s too short, you might be cutting corners, rushing decisions, and ending up with hires who aren’t the best fit. 

On the flip side, if it’s dragging up for ages, chances are that candidates are losing interest, getting snatched up by competitors, or worse- they’re ghosting you.

Imagine your average time to fill is 30 days, but the industry standard for your role is 20 days. 

That’s a red flag. Are there too many interview rounds? Slow decision-making? A job description that’s scaring people off? 

If you’re taking longer than your competitors, top talent might be slipping through your fingers before you even get to the offer stage.

To fix this, tighten up your process. 

Cut unnecessary steps, streamline communication, and make sure hiring managers don’t take a week to respond to emails. 

The faster you move (without sacrificing quality) the better your chances of landing top-tier candidates before someone else does!

2. Time to hire

This one’s a bit of a sneaky KPI as it doesn’t start ticking when the job opens.

Instead, it kicks off the moment a candidate enters your pipeline and stops when they accept your offer. 

Basically, it measures how quickly you can turn an interested candidate into a signed, sealed, and ready-to-work hire. 

Why does it matter?

Because in today’s job market, speed is everything. 

The best candidates are juggling multiple offers, and if your hiring process drags on longer than a Netflix series no one asked for, they’ll move on. 

So, if your time to hire is too long, you need to figure out where the holdup is. 

Are you taking too long to review applications? Scheduling interviews weeks apart? Ghosting candidates after the second round?

To speed things up, cut the fluff, keep communication tight, and move candidates through the process efficiently.

The faster you can get from “Hello” to “Welcome aboard”, the better your hiring game will be.

3. Offer acceptance rate

You’ve scoured resumes, conducted interviews, found your perfect hire, and finally sent out the offer letter, only to get a “Thanks, but I’m going in a different direction.” 

Ouch. That stings. 

If candidates keep turning you down at the final stage, your offer acceptance rate is taking a hit, and something’s definitely off. 

Here’s what could be happening: 

• Your salary isn’t competitive: Candidates aren’t just working for fun. If your compensation is not on par with industry standards, they’ll find an offer that is. 
• Your hiring process took too long: If your recruitment timeline moves at a snail’s pace, candidates are likely to accept an offer elsewhere. No one wants to wait around forever. 
• The job description didn’t match reality: If the role sounded exciting on paper but turns out to be completely different in interviews, candidates will peace out before signing on the dotted line. 

4. Sourcing channel effectiveness 

Not all hiring channels are created equal. 

Some are goldmines of top talent while some can eat up your budget. 

If you’re spending thousands on job boards but all your best hires are coming from referrals, something’s not adding up.

This KPI helps you track where your best hires actually come from, be it LinkedIn, job fairs, social media, or even the good old-fashioned word of mouth. 

Let’s say you’re throwing a party. You can send invites via text, email, and handwritten mail. If 90% of your guests show up because they saw your text, would you keep spending hours writing fancy invitations for the other 10%?

Nope. You’d double down on what works. 

The same logic applies to hiring. 

Start by diving into the numbers. 

Look at your past hires and where they came from over the last year. 

Next, shift your budget accordingly. 

There’s no point in throwing money at job boards if your best candidates are coming from LinkedIn or employee referrals.

Finally, don’t be afraid to experiment with new platforms.

Maybe your next standout hire isn’t lurking on the usual job boards but is instead hanging out on Twitter, TikTok, or even niche industry forums.

At the end of the day, it’s not about being everywhere but about being where the best candidates are. 

5. Candidate satisfaction score

While you’re picking out the right candidate, the candidate should also feel good about choosing you.

A messy or painfully slow hiring process can deter top talent faster than a recruiter saying “We’ll get back to you in two weeks” (and then never doing it).

That’s where the candidate satisfaction score comes in.

After interviews, send out a quick survey to measure how candidates felt about the entire experience. 

Maybe your timelines are too long, your interview questions feel like a pop quiz from a nightmare, or your emails sound like they were written by a robot.

Whatever it is, fix it.

A bad candidate experience tanks your employer brand.

Want a quick win?

Keep candidates in the loop, respect their time, treat them like actual humans and not just another application in your ATS.

If they leave the process feeling valued, even rejected candidates will walk away with a positive impression.

And who knows? 

They might even reapply in the future!

6. Quality of hire

The holy grail of recruiting metrics!

You can fill roles in record time, impress candidates with a seamless hiring process, and craft irresistible job offers, but if your new hires aren’t sticking around, all that effort goes down the drain.

Quality of Hire is all about what happens after the contract is signed. 

Are your hires thriving, exceeding expectations, and climbing the career ladder? 

Or are they struggling, disengaged, or vanishing into thin air after six months? 

If it’s the latter, you might be hiring fast but not hiring smart.

How to measure?

This one’s a bit trickier than counting how many days it takes to fill a role, but here are some key indicators:

• Performance ratings:  If your new hires are crushing their KPIs, great! If their performance reviews sound like “Needs Improvement” on repeat, you may need to refine your screening process.
• Turnover rates: If new employees keep heading for the exit before their one-year work anniversary, something’s wrong. Maybe the job wasn’t what they expected, the company culture didn’t click, or they got a better offer (ouch).
• Manager feedback: No one sees a new hire’s impact better than their direct manager. If managers keep saying, “This person is a rockstar” that’s a win. But if feedback is more like, “Uh… they’re not really a good fit” then it’s time to revisit your hiring criteria.

To boost quality of hire, make sure you’re looking beyond just qualifications, and assess cultural fit, soft skills, and long-term potential.

And most importantly, don’t just hire to fill a vacancy. Hire to build a strong, engaged, and high-performing team.

7. Cost per hire

When you’re trying to assess the efficiency and sustainability of your recruitment efforts, understanding Cost per Hire (CPH) is a crucial metric.

It goes beyond just the obvious expenses and looks at the full spectrum of costs involved in hiring a new employee. This includes everything from posting jobs online to the time spent by HR and hiring managers, and even training new hires.

Simply put, Cost per Hire is the total expenditure involved in filling a vacant position. The formula is:

Cost per Hire = Total Recruiting Costs / Number of Hires

It includes:

• Advertising costs: Job board listings, social media ads.
• Referral fees: Payments to employees or external recruiters.
• Job fair participation: Travel, booth setup, and marketing.
• Internal team costs: HR and recruiter salaries, interview time.
• Onboarding and training: Orientation, training materials, and resources.

Cost per Hire helps you assess the efficiency of your recruitment efforts. By tracking this KPI, you can:

1. Identify Inefficiencies: Pinpoint costly recruitment methods and shift focus to more effective ones, like employee referrals.
2. Set Recruitment Budgets: Better allocate resources and justify recruitment expenses to leadership.
3. Measure ROI: Compare hiring costs against the quality of candidates hired.

8. Candidate-to-interview ratio

The candidate-to-interview ratio measures the efficiency of your screening process by tracking how many candidates you need to review before finding a qualified candidate for an interview.

A high ratio may indicate that your screening methods are ineffective, while a low ratio shows that your sourcing and pre-screening efforts are attracting strong candidates.

We measure it simply by Number of Candidates / Number of Interviews

This ratio helps you understand the quality of candidates entering your hiring process.

A higher ratio means you’re screening many candidates to find a few suitable ones, which can lead to wasted time and resources.

A lower ratio shows your sourcing methods are targeting qualified individuals, improving the efficiency of your recruitment pipeline.

9. Hiring manager satisfaction ratio

Hiring manager satisfaction measures how satisfied hiring managers are with the recruitment process and the candidates selected.

It’s essential to ensure that the efforts of the recruitment team align with the needs of hiring managers and the broader business objectives.

A high satisfaction rate reflects a smooth collaboration between HR and hiring managers, resulting in better quality hires.

This KPI gives insight into how well the recruitment team is meeting the expectations of hiring managers.

A low satisfaction score might signal that the process is inefficient, or that the candidates being presented don’t meet the required qualifications or cultural fit. It also helps in identifying areas where communication or expectations might need to be improved.

How to measure it?

Hiring Manager Satisfaction is typically measured through surveys or feedback forms, where hiring managers rate their experience in areas such as:

• Candidate quality
• Timeliness of the hiring process
• Communication and collaboration with HR
• Overall satisfaction with the recruitment experience

10. Hires to goals

Hires to Goal is a KPI that measures how effectively your recruitment efforts align with your hiring targets for a specific time period. Whether you have a set number of hires to make in a quarter or a certain department that needs staffing to meet a strategic business goal, this KPI helps you track progress and evaluate the strength of your recruitment processes.

We measure it by Hires to Goal = (Number of New Hires in a Given Period / Hiring Goal for that Period) x 100

This KPI is particularly useful when you have defined hiring targets tied to business objectives.

For instance, if you’re rolling out a new product line and need 15 new hires—salespeople, IT professionals, and administrative support staff—measuring Hires to Goal ensures you’re on track to meet that target.

Tracking this KPI gives you a clear indication of how well your recruitment strategy is working to meet business needs. If you’re consistently falling short, it may highlight gaps in your candidate pipeline, inefficiencies in your sourcing methods, or challenges in workforce planning.

11. Interview-to-offer ratio

This KPI measures how many interviews you need to conduct before extending that coveted job offer.

If you’re interviewing 15 candidates but only making one offer, something’s off in your process.

A high ratio suggests you’re either interviewing the wrong candidates to begin with or your interview process isn’t effectively filtering out mismatches. Maybe your screening process needs tightening, or perhaps your job descriptions aren’t attracting the right talent.

Think about it: every unnecessary interview wastes both your time and the candidate’s.

Plus, it drags out your hiring timeline and increases your costs.

To improve this ratio, start by refining your screening process.

Make sure phone screenings actually screen out unsuitable candidates.

Train your interviewers to ask the right questions that reveal whether someone’s truly a fit.

Remember, the goal isn’t just to lower this number for the sake of efficiency—it’s about making sure the right candidates make it to the interview stage in the first place.

Quality over quantity, always!

12. Application completion rate

Picture this: a fantastic candidate starts filling out your application, gets halfway through, then says “forget this” and clicks away.

Ouch.

Your application completion rate measures how many candidates actually finish your application process versus those who start it.

If this number is low, your application might be the hiring equivalent of a marathon that no one signed up to run.

Why does this matter? Because in today’s job market, candidates have options. Lots of them. If your application feels like filing taxes, top talent will simply move on to companies that respect their time.

Maybe you’re asking for information you don’t need yet. Maybe your system crashes halfway through. Or perhaps you’re asking candidates to manually enter information that’s already on their resume.

Whatever the cause, a low completion rate means you’re losing great candidates before you even get to say hello.

So, how do you fix it?

Streamline, simplify, and prioritize. Only ask for essential information in the initial application.

Save the detailed stuff for later stages. Make sure your tech works flawlessly on all devices, especially mobile. And consider adding a progress bar so candidates can see the light at the end of the tunnel.

The smoother your application process, the more likely candidates are to stick around. And that means more quality candidates in your pipeline!

13. Application completion rate

You found the perfect candidate, they accepted your offer, started the job… and six months later, they’re gone. Frustrating, right?

First-year attrition rate measures how many of your new hires wave goodbye before their first work anniversary.

It’s essentially a reality check on your entire hiring process.

High first-year turnover is like throwing money out the window.

You’ve invested in recruiting, interviewing, onboarding, and training—only to start the whole process over again. Not to mention the hit to team morale and productivity.

If your new hires are heading for the exit faster than contestants on a reality TV show, there’s likely a disconnect somewhere. Maybe the job description painted a different picture than reality. Perhaps your onboarding is leaving newbies to sink or swim.

Or your company culture might not be what candidates expected.

To tackle this KPI, start with honest job descriptions that accurately reflect both the role and your culture.

Then look at your onboarding process—are you setting new hires up for success or confusion? Regular check-ins during those crucial first months can also help spot issues before they become deal-breakers.

Remember, retention starts with recruitment. The better your hiring decisions, the more likely your new employees are to celebrate that one-year milestone (and many more after that).

14.Diversity hiring metrics

In today’s workplace, diversity isn’t just a buzzword—it’s a business imperative. And that’s where diversity hiring metrics come into play.

These KPIs track how diverse your candidate pool is at every stage of the hiring process, from application to offer. They measure representation across dimensions like gender, ethnicity, age, disability status, and more.

Why should you care? Because diverse teams aren’t just the right thing to have—they’re proven to perform better. They bring different perspectives, foster innovation, and help companies better understand their diverse customer bases.

But here’s the thing: if your diversity drops off at certain stages of the hiring process, that’s a red flag.

Maybe your job ads aren’t reaching diverse candidates. Perhaps there’s unconscious bias in your screening process. Or your interview panel might lack the diversity needed to make candidates feel welcome.

To improve these metrics, cast a wider net with your sourcing strategies. Post jobs on diverse platforms, partner with organizations focused on underrepresented groups, and consider implementing blind resume reviews to minimize bias.

Also, take a look at your employer brand. Does your company website and social media show a commitment to inclusion? Do candidates see people like themselves when they research your company?

Remember, diversity hiring isn’t about checking boxes—it’s about building a truly inclusive workplace where everyone can thrive. And that starts with tracking how you’re doing.

15. Time in recruitment stage

We’ve all been there—stuck in what feels like recruiting purgatory, waiting to move on to the next stage.

If your candidates are experiencing this, your time in the recruitment stage KPI is trying to tell you something.

This metric breaks down how long candidates spend at each step of your hiring process, from application review to final offer.

It’s like a GPS for your recruitment roadmap, pinpointing exactly where traffic jams are happening.

Is it taking two weeks for applications to get reviewed? Are candidates waiting days between the phone screen and first interview? Is feedback from hiring managers coming in at a glacial pace?

By tracking time spent in each stage, you can identify these bottlenecks and tackle them head-on.

Maybe you need to automate certain steps, implement stricter timelines for feedback, or add more resources to stages that are consistently backed up.

The goal isn’t necessarily to rush through every stage—quality still matters! But unnecessary delays can cost you top candidates and damage your employer’s brand.

So, map out your recruitment funnel, set target timeframes for each stage, and regularly check if you’re hitting those targets.

Your candidates (and your hiring managers) will thank you!

16. Referral program effectiveness

There’s an old saying: “Good people know good people.”

And that’s exactly why employee referrals often make the best hires.

Referral program effectiveness measures how well your employee referral program is working.

It looks at metrics like the number of referrals received, how many resulted in hires, how those hires performed, and how long they stayed with the company.

What makes this KPI so important? For starters, referred candidates typically cost less to hire, onboard faster, perform better, and stick around longer than candidates from other sources. That’s a quadruple win!

If your referral program isn’t delivering these benefits, something’s not clicking.

Maybe your employees don’t know the program exists. Perhaps the incentives aren’t motivating enough.

Or your process for submitting referrals could be too complicated.

To boost your referral program’s effectiveness, start by making it visible.

Regularly remind employees about open positions and the referral process.

Consider tiered rewards based on the difficulty of filling different roles.

And make sure the submission process is simple—complicated forms are where good intentions go to die.

Also, don’t forget to celebrate successful referrals publicly. When employees see colleagues getting recognized (and rewarded) for referrals, they’re more likely to participate themselves.

A strong referral program turns your entire workforce into recruiters. And who better to find your next great hire than the people who already know what it takes to succeed at your company?

17. Candidate Net Promoter Score (NPS)

This metric measures how likely candidates are to recommend your company to others based on their recruitment experience.

Basically, it’s a temperature check on your employer’s brand from people who’ve experienced it firsthand.

Here’s how it works: After the hiring process, candidates are asked, “On a scale of 0-10, how likely are you to recommend our company to a friend or colleague?” Based on their answers, they’re categorized as Promoters (9-10), Passives (7-8), or Detractors (0-6). Your NPS is the percentage of Promoters minus the percentage of Detractors.

Why should this matter to you?

Because in the age of Glassdoor and social media, candidate experiences don’t stay private.

A negative experience doesn’t just cost you one potential hire—it can deter countless others from even applying.

If your Candidate NPS is lower than you’d like, dig into the feedback. Are candidates frustrated with your communication?

Disappointed by your interview process? Or perhaps they felt disrespected by a hiring manager?

Improving this score isn’t just about making candidates feel warm and fuzzy. It’s about strengthening your talent brand and expanding your pipeline of quality candidates.

18. Application drop-off rate

Picture your application process as a funnel.

Candidates pour in at the top, but how many are leaking out before reaching the bottom?

Your application drop-off rate shows exactly where candidates are abandoning ship during the application process.

It’s like having a heat map of your application’s pain points.

Is there a mass exodus after the resume upload?

Are candidates fleeing when asked to manually enter their work history? Or perhaps they’re disappearing when faced with a 50-question assessment?

A high drop-off rate at any stage means you’re not just losing candidates—you’re potentially missing out on great hires who simply ran out of patience.

To tackle this KPI, start by walking through your own application process.

Better yet, ask a friend outside the company to do it and provide feedback. Look for unnecessary steps, technical glitches, or sections that feel invasive or irrelevant to the initial application.

Remember, your application should be designed with the candidate experience in mind, not just for your administrative convenience. In today’s competitive talent market, the companies that make applying easy are the ones that win the best candidates.

So streamline, optimize, and test your application process regularly. Your goal is to ensure that candidates who start your application actually complete it—unless they’re genuinely not a fit for the role.

19. Recruitment marketing ROI

You’re spending time and money on job boards, social media ads, career fairs, and employer branding campaigns. But are these investments actually paying off?

Recruitment marketing ROI measures the return on investment for your various recruitment marketing channels and campaigns. It helps answer the million-dollar question: “Is this worth what we’re spending on it?”

For each channel or campaign, calculate your ROI by dividing the value of the hires made through that channel by the cost invested.

The higher the number, the better your return.

If you’re pouring money into LinkedIn ads but getting minimal quality applicants, your ROI is telling you to rethink that strategy. Conversely, if your university recruitment program is yielding fantastic hires at a reasonable cost, that’s where you might want to double down.

To improve this KPI, start by setting clear goals for each recruitment marketing channel. Are you looking to increase applications, improve candidate quality, or enhance brand awareness? Different channels might excel at different objectives.

Next, track not just the quantity but the quality of candidates from each source.

A channel that brings in 100 unqualified candidates is less valuable than one that delivers 10 perfect fits.

Finally, don’t forget to factor in the less tangible benefits of your recruitment marketing, like improved employer brand recognition or a more diverse candidate pool. These might not show immediate ROI but can significantly impact your long-term recruiting success.

20. Offer-to-start conversion rate

You’ve found the perfect candidate. They’ve aced the interviews, impressed the team, and accepted your offer.

Victory, right? Not so fast.

Your offer-to-start conversion rate tracks how many candidates who accept your offers actually show up on their first day. In today’s competitive job market, “ghosting” is becoming increasingly common, with candidates accepting offers only to disappear or take a better opportunity elsewhere.

A low conversion rate is like scoring a touchdown only to have it called back on a penalty. All that work—for nothing.

If candidates are accepting your offers but not starting the job, several factors could be at play.

Maybe your competitors are swooping in with better counter-offers. Perhaps your onboarding communication is lacking, leaving candidates feeling uncertain or forgotten. Or your time-to-start might be so long that candidates are finding other opportunities in the meantime.

To improve this rate, stay engaged with candidates between offer acceptance and start date. Regular check-ins, welcome packages, and pre-boarding activities can help keep candidates connected and excited. Consider shortening the time between the offer and start date when possible.

And make sure your offer is competitive enough that candidates won’t be tempted by last-minute alternatives.

21.Recruitment team productivity

Last but certainly not least, let’s talk about the engine that drives your entire hiring machine: your recruitment team.

Recruitment team productivity measures how efficiently your recruiters are working. It includes metrics like hires per recruiter, time spent per hire, and the number of activities (like calls or interviews) required to make a placement.

This KPI isn’t about pushing recruiters to work harder—it’s about helping them work smarter. Are your recruiters spending too much time on administrative tasks that could be automated? Are they getting bogged down in lengthy approval processes?

Or are they simply managing too many open roles at once?

By tracking productivity metrics, you can identify areas where your team needs additional support, whether that’s through better tools, streamlined processes, or additional headcount.

For instance, if one recruiter is significantly outperforming others, what are they doing differently? Could their best practices be shared with the team? Conversely, if a recruiter is struggling with certain types of roles, they might need additional training or resources in that area.

Remember, your recruitment team is your front line in the war for talent.

The more productive they are, the more effective your entire hiring process will be. Support them with the right tools, processes, and recognition, and they’ll deliver the talent your organization needs to thrive.

And there you have it—the complete picture of 21 recruiting KPIs that actually matter. By tracking these metrics, you’ll transform your hiring from a guessing game into a data-driven strategy that delivers the right talent, at the right time, at the right cost.

Now get out there and start measuring what matters!

Not sure where to begin?

Turn scattered information into actionable insights with Recruit CRM’s Advanced Analytics.

With us you can:

1. Create tailored reports [charts, tables, and dashboards] with your core data for a bird’s-eye view of your recruitment performance.

2. Set up automated notifications for crucial metrics and subscribe to periodic dashboard updates to ensure you never miss important trends.

3. Take advantage of role-based permissions that keep your data secure while giving authorized users access to the analytics features.

4. Keep everyone informed and share the reports and dashboards with your team within Recruit CRM or external stakeholders.

5. Localize reports in your language for a smooth experience.