Faced with widespread recruitment difficulties, HR KPIs facilitate the identification of action levers to improve the efficiency of your procedures. What are the key steps to setting up recruitment KPIs? How to select them? But also, how can we monitor and interpret them to improve the candidate experience and recruit targeted profiles? Update with Sandrine Lejemble, expert in human resources and organizational management.
Up to 78 % candidates would decline a job offer after a bad experience! And 57 % would give a negative response to an offer if the recruitment process was too long. This is what emerges from a study by the consulting firm Robert Walters on the optimization of this process. And, for the Robert Half firm, there are even 62 %s who lose interest in a position if they don't hear back two weeks after the first interview. A figure which rises to 77 % if they do not receive any information after three weeks.
Therefore, the quality of the recruitment process strongly influences your performance in this area. But how to optimize it?
Putting quality back at the heart of the recruitment process
Of course, the success of your recruitment procedures goes through several stages.
As a reminder: analysis of your needs and the profile sought, drafting and distribution of an attractive offer, sourcing, identification of objective criteria to select candidates, effective interview, candidate integration retained in your company.
However, a key step is missing here! Namely, that of analyzing and measuring the performance of the recruitment process.
Indeed, the analysis of this process aims to steer the strategy and operational deployment of recruitment actions as accurately as possible. This involves defining and using relevant dashboards with key indicators. In other words, with KPIs (key performance indicators). Applied to human resources or recruitment, we then speak of HR KPIs and recruitment KPIs.
These KPIs will help you determine at which stages of recruitment the conversion rate is not optimal. You will thus be able to implement corrective actions on the basis of an objective observation.
An operational approach focused on your needs
Do you want to initiate or optimize your recruitment process? Here are the essential key steps to delimit the scope of your work.
1. Analyze the context
What is the current driving mode? What is your intention ? What are the observations made on recruitment?
2. Set the Dashboard Goal
The wording of the objective must be precise. For example: increase the number of applications in the target or reduce the duration of the recruitment process by 15 days.
3. Collect information
On the one hand, this involves identifying the data needed to develop relevant KPIs. On the other hand, you have to determine how to extract them.
4. Build the “recruitment” dashboard
This involves first extracting the data corresponding to the indicators. Then, do a first reading to check the quality of the data entered. Finally, process the software extraction or create an Excel file.
Focus on the selection of your recruitment KPIs
Your dashboard includes indicators and ratios.
Some examples of indicators to follow according to your needs
| Needs | Indicators |
|---|---|
| The recruitment period | Number of applications received Number of pre-selected CVs Origin of sourcing Interview date / decision date Evaluation of selection criteria Entry date/release date |
| Selectivity | Number of candidates selected / number of applications examined |
| The quality of recruitment | Number of remaining candidates after one year / number of recruitments over the period |
| The average cost of recruitment | Total cost of recruitment over the period / number of recruits |
Interpret data to develop a plan to improve the recruitment process
The added value of the dashboard is also the analysis and interpretation of data. Companies produce an analysis note with a summary of indicators and visuals such as graphs or tables. Thus, several levers of action can be mobilized in the field of recruitment.
Some concrete examples
| Findings | Action levers |
|---|---|
| Low reception of applications | Review or expand the offer distribution channels |
| Decision process too long | Identify when there is a loss in interview dates to distribute recruitment among the different actors |
| Retention rate less than one year | Take stock of the integration process Carry out interviews before the departure of the employees concerned |
Finally, measuring the performance of your recruitment involves keeping the same methodology over time in order to compare the results. If necessary, you will add additional indicators or create a new table which will have a specific use.
To conclude, what should we remember? Defining and analyzing key indicators means adapting your process to make it more efficient and sharing it with all recruitment stakeholders in the company!
