Faced with widespread recruitment difficulties, HR KPIs make it easier to identify levers for action to improve the efficiency of your procedures. What are the key stages in setting up recruitment KPIs? How do you select them? And how can they be monitored and interpreted to improve the candidate experience and recruit targeted profiles? Sandrine Lejemble, an expert in human resources and organisational management, takes a closer look.
Up to 78 % of candidates would decline a job offer after a bad experience! And 57 % would say no to an offer if the recruitment process took too long. These are the findings of a study by the consultancy Robert Walters on optimising the recruitment process. And, according to Robert Half, 62 % would lose interest in a job if they had not heard from the candidate two weeks after the first interview. This figure rises to 77 % if they receive no information after three weeks.
So the quality of your recruitment process has a major influence on your performance in this area. But how can you optimise it?
Putting quality back at the heart of the recruitment process
Of course, there are several stages to a successful recruitment process.
As a reminder: analysis of your needs and the profile you are looking for, drafting and circulating an attractive offer, sourcing, identification of objective criteria for selecting candidates, effective interviews, candidate integration retained in your company.
But there's a key stage missing here! That is, analysing and measuring the performance of the recruitment process.
The aim of analysing this process is to manage 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, KPIs (key performance indicators). Applied to human resources or recruitment, we speak of HR KPIs and recruitment KPIs.
These KPIs will help you to determine at which stages of the recruitment process the conversion rate is not optimal. This will enable you to take corrective action based on an objective assessment.
An operational approach focused on your needs
Do you want to initiate or optimise your recruitment process? Here are the key steps you need to take to define 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. Setting the objective of the dashboard
The objective must be precise. For example: increase the number of applications in the target group or reduce the recruitment process by 15 days.
3. Collect information
On the one hand, this involves identifying the data needed to develop the relevant KPIs. Secondly, we need to determine how to extract it.
4. Building the "recruitment" dashboard
This means first extracting the data corresponding to the indicators. Then, doing an initial reading to check the quality of the data entered. Finally, processing the extraction in the software or creating an Excel file.
Focus on selecting your recruitment KPIs
Your dashboard includes indicators and ratios.
Here are a few examples of indicators that can be monitored according to your needs
| Needs | Indicators |
|---|---|
| The recruitment period | Number of applications received Number of CVs shortlisted Origin of sourcing Date of interview / date of decision Evaluation of selection criteria Date of entry / date of exit |
| Selectivity | Number of applicants selected / number of applications examined |
| 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 for improving the recruitment process
The added value of the dashboard also lies in the analysis and interpretation of the data. Companies produce an analysis note with a summary of the indicators and visuals in the form of graphs or tables. In this way, several levers for action can be mobilised in the field of recruitment.
Some concrete examples
| Findings | Action levers |
|---|---|
| Low number of applications | Review or broaden the channels through which the offer is disseminated |
| Decision-making process too long | Identify when there is wastage in the interview dates to spread out recruitment among the various players |
| Retention rate of less than one year | Take stock of the integration process Conduct pre-departure interviews with the employees concerned |
Finally, measuring your recruitment performance means keeping the same methodology over time so that you can compare the results. If necessary, you can add additional indicators or create a new table for a specific purpose.
To conclude, what should we remember? Defining and analysing key indicators means adapting your process to make it more effective, and sharing it with all those involved in recruitment within the company!
