KPIs, or Key Performance Indicators, are not often associated with recruitment. However, even in recruitment, measuring the effectiveness of your processes is important. Those KPIs help recruiters understand their performance and develop a strategy that closely aligns with the company’s goals.

In this blog, we discuss a number of KPIs that are useful in a recruitment strategy. And we explain how we are dealing with this at CHRLY.

Time to hire

This KPI measures the time it takes to hire a candidate – from the moment you post the job opening or first make contact with a candidate, to the actual hiring. Especially in IT, where there is high demand for talent, this process must run as smoothly as possible. Waiting one more day can be enough for a candidate to go to the competition. Furthermore, IT projects are typically crucial to the organization, making this KPI also significant for the success of the business.

How CHRLY helps: thanks to our extensive network of candidates, we quickly find a professional who meets your organization’s needs. We streamline the entire process and can also assist with the administrative aspects of hiring a new employee.

Qualified candidates per job posting

While it is certainly a bonus to receive a large number of applications for your job posting, how many of those candidates are qualified for the role? The more unqualified professionals apply, the more time you lose and the longer the recruitment process will take. In terms of your strategy, this means you are either setting unrealistic expectations, you need to refine your job description, or you are using the wrong channels to search for IT talent.

How CHRLY helps: on average, it takes us 48 to 72 hours to find a candidate. While this may seem like a long time, we also guarantee that by then we have found a qualified candidate – someone who meets the exact needs of your organization.

Cost per hire

From selection to onboarding, recruitment comes at a cost. That’s why it is essential to ensure that the process is as efficient as possible and results in high-quality hires. By measuring the cost per hire for your organization, you can better predict the budgets you will need in the future and optimize your recruitment process. For example, analyze which channel delivers the best results for promoting a job opening.

How CHRLY helps: with efficient processes and competitive rates, we ensure that the cost for a hire is kept as low as possible.

Acceptance rate

Have you offered a job to a candidate? Naturally, you hope they’ll accept the offer. Unfortunately, this is not guaranteed in IT. Candidates often have multiple employers to choose from. Of course, you cannot expect that every candidate will choose for your company, but if you keep missing the mark, something is wrong. Perhaps you are focusing on the wrong candidates or you need to invest more in employer branding?

How CHRLY helps: we take the time to have in-depth conversations to understand the needs of your organization. Moreover, we have deep knowledge of the IT industry, enabling us to find the best match and accurately assess even the most specific requirements.

Retention of new hires

Once you have found and hired a great candidate, you naturally want to ensure that they stay with your organization for a long time. A high retention rate not only indicates that you have made the right choice, but also reflects a strong onboarding strategy and a pleasant work environment. In IT, retention is just as crucial as recruitment. Regularly check with your new colleague to see how they are doing and identify areas for improvement.

How CHRLY helps: For CHRLY, recruitment does not end when a candidate starts a new role. We continue to guide consultants and help discover growth opportunities. Most of our consultants remain loyal to an organization, while 96% stay active within the CHRLY universe for a longer period of time. This ensures that companies always benefit from our in-depth expertise.

Ready to increase the success of your recruitment strategy? CHRLY assists you in setting up the right KPIs and find the best candidate. Learn more!