• Amotec Inc

Four Hiring Metrics You Should Be Measuring

Updated: May 20


In the world of hiring and human resources, metrics and analytics can often be daunting for those who have never worked with the data before. Collecting data throughout the entire hiring process allows hiring professionals the ability to identify areas for improvement as well as determining which roles may be harder to fill. At Amotec, we collect data and create easy-to-understand reports for our clients looking to keep track of their hiring performance. We’ve broken down four of our favorite metrics below:


Time-to-Fill


Time-to-Fill refers to the amount of time it takes, usually measured in days, to fill a role, often, measured from the day the job is posted to the date of offer accepted. This is an essential number to measure for all open positions. It helps identify your organization's average time to fill for the company, but also can highlight positions that are more difficult to fill compared to the company average time-to-fill.


Source of Hire


Keeping track of not only how long it takes to find the right candidate, but also where your new hires are coming from is a great way to measure the efficiency of the resources you are allocating your budget towards. Common examples of sources include Job Fairs, Job Boards (Indeed, Monster etc.), Company Website, Social Media and Referrals. If the majority of your hiring budget goes to a source that does not bring the majority of your new hires, it may be time to restructure your hiring spend.


Turnover


Turnover is the rate at which current employees leave a company in a given set of time. Often, turnover is calculated on a yearly or monthly basis depending on industry and hiring volume. Turnover can help identify abnormal rates of departure amongst a department or company as a whole. Identifying these as soon as possible gives management time to identify underlying changes or reasons for their turnover rate.


Cost-per-Apply


Much like measuring source, cost-per-apply (CPA) allows an organization to identify how they are spending their hiring budget and identify areas for improved spending. Cost-per-apply is how much is spent to get one to apply for an open role. Depending on the source, the cost may be zero (if the source is free), however, many organizations use paid social media, pay for job fairs and sponsor job ads on job boards to attract candidates. Cost per apply is calculated by totaling the amount spent for a role and dividing it by the total amount of applies. Measuring the CPA for each individual position will help highlight which positions are taking more of your budget.


At Amotec, we're dedicated to providing our clients with not only the top talent, but insights into their hiring strategy. Call or email us today to learn more about how we can help your business!


39 views

HQ: CLEVELAND 

1701 East 12th Street

Suite 103

Cleveland, OH 44114

216-535-2710

CUYAHOGA FALLS

 2020 Front Street
Suite 207
Cuyahoga Falls, OH 44221

216-535-2710

GENEVA

29 W Main Street

Geneva, OH 44041

216-535-2710

PAINESVILLE

1610 Mentor Ave.

Suite 9

Painesville, OH 44077

216-535-2710

CONNECT WITH US!

SHEFFIELD

5276 Detroit Road

Sheffield Village, OH 44035 

216-535-2710

WILLOUGHBY

35104 Euclid Ave.

Suite 210

Willoughby, OH 44094

216-535-2710

  • Facebook - White Circle
  • LinkedIn - White Circle
  • Instagram - White Circle
  • Twitter - White Circle
  • YouTube - White Circle

MIAMI

3785 NW 82nd Ave.

Suite 217

Doral, FL 33166

305-274-7419

NASHVILLE

4515 Harding Pike
Suite A 112
Nashville, TN 37205

615-620-4511