A metric within the Talent Acquisition story chapter.

Source of Hire is a metric that shows how many new hires (out of total hires) came from each individual channel.

It is a visualization of how successful is each source and where you should continue, stop or increase investment of your budget. Referrals can be a good indicator of employee engagement and can be compared to eNPS data.

Source of Hire(T) = Distribution (Sources of new hires came during the selected time range T)

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Number of Posting provides an overview of all job postings and their statuses.

It is an indicator of how fast the organization is growing, how big the workload on the recruitment team is, and what currently active vacancies the organization is looking to fill.

It counts job postings with an active, draft, and closed status for selected time range T.

Extracted from ATS:

A metric within the Talent Acquisition story chapter.

New Hires Ratio represents the ratio of new hires compared to an average number of employees for the selected time range. If the value is greater than 100%, your headcount at least doubled during the specific period.

A high New Hires Ratio often results in a lower organizational output/productivity due to additional workforce effort to onboard new employees.

New Hires Ratio (T) = Number of new hires at time T / Average number of employees for selected time period T

Average number of employees for selected time period T = (Headcount at the start of the period T + Headcount at the end of the period T)/2

Extracted from HRIS:

A metric within the Talent Acquisition story chapter.

This metric shows the number of accepted, rejected, and pending job offers that await for candidates’ feedback.

It represents your organization’s ability to attract and get desired candidates on board. Offer Success Rate indicates whether candidates had a positive experience that compelled them to accept your offer and whether your job offers are attractive enough for the best people in your talent pipeline.

The height/length of the stacked bars represents the total count of the offers sent during the specific month. Meaning, if an offer is accepted, rejected or pending later than the month of sending the offer once resolved, it will be visible in the stacked bar in the month of sending the offer.

Accepted = Number of accepted offers

Pending = Number of pending offers

Rejected = Number of rejected offers

Acceptance Rate = Number of accepted offers divided by the total number of offers sent

Pending Rate = Number of pending offers divided by the total number of offers sent

Rejected Rate = Number of rejected offers divided by the total number of offers sent

Extracted from ATS

A metric within the Talent Acquisition story chapter.

This metric shows the number of accepted and rejected job offers grouped by the date of acceptance or rejection.

It represents your organization’s ability to attract and get desired candidates on board, similar to our Offer Success Rate. The difference between these two metrics is that Offer Success Rate counts the resolution of the offer (accepted or rejected) in the month when it was sent, compared to Offer Acceptance Ratio, which shows the offer resolution in the month when the feedback from the candidates is received, regardless of when the offer was sent (e.g. Offer sent in June and accepted in July will be counted as accepted in July).

The height/length of the stacked bars represents the total count of the offers accepted or rejected during the specific month.

Accepted = Number of accepted offers

Rejected = Number of rejected offers

Offer Acceptance Ratio = Number of accepted offers divided by the total number of accepted and rejected offers for the specified time period Offer Rejection Ratio = Number of rejected offers divided by the total number of accepted and rejected offers for the specified time period

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Measuring time that candidates have spent in the hiring process is one of the essential recruitment metrics and an indicator of hiring process efficiency.

Time to close a vacancy and have an employee start with the company directly impacts the company’s bottom line, through resources spent in the talent acquisition process (cost of hiring) and time to productivity of new hires (Quality of Hire) resulting in ROI. Track this metric to understand the efficiency of your hiring process and the impact that candidate experience — influenced by time spent in the hiring process — has on your employer brand.

For all successfully hired candidates, we calculate the median in days for:

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Candidate Journey visualizes the path your candidates take to get hired. The size of each stream flowing from stage to stage represents the number of candidates.

We tend to think of our recruitment process as a funnel. That's the ideal stage where we would want it to be - it allows us to deliver consistent candidate experience and equal assessment possibilities. If your candidate journey shows inconsistency across different organizational units, the shape of the graph will deviate from the standard funnel appearance.

Nodes represent the stages you defined in your ATS, while streams are simple counts of candidates moving through recruitment stages. The width of each stream represents the number of candidates in the flow.

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Time in Recruitment Stage tells you how long the candidates are staying in each step in your selection process.

This metrics is here to help you discover potential hiring bottlenecks. Think of the ideal process and how much time you'd like your candidates to spend in each stage of the selection process. In the "all" view, you can explore if some stages keep your candidates waiting longer than the others. By changing views, you can highlight differences between recruitment stage velocities in particular departments, teams, or roles.

Each application goes through the stages of your hiring pipeline(s). We measure the time individuals spend in each stage and calculate the median, minimum and maximum value in days.

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Candidate drop-off rate tells you how many candidates drop from the recruitment process during a specific selection stage.

This metric helps you evaluate your hiring process by presenting information on number of drop-offs and reasons behind them. Reasons for drop-offs might indicate why are some stages too strict or not selective enough. Additionaly, our statistical procedures will surface insight if some stages have a particularly high number of drop-offs initiated by candidates.

We measure how many applications are rejected at each stage of your hiring pipeline(s) in absolute and relative terms. We also take into account who initiated the termination of the recruitment process and what was the reason behind it. Additionally, we utilize statistical procedures to extract potential insights.

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Interview feedback ratings allow you to see if there are any systematic differences in the way you score candidates across different teams, positions and demographics.

It can be an indicator of biases that exist in the recruitment process

This is a simple distribution of ratings your team gives to candidates over time.

Extracted from ATS