Job posting performance indicators: Evaluate the effectiveness of job advertisement distribution, as well as the quantity and quality of candidates coming from each selected advertising platform.
Candidate tracking indicators: Track candidates' journey from application submission to interview and hiring process, evaluating each stage's time, costs, and effectiveness.
Application quality indicators: Analyze the quality of applications, considering candidates' suitability for requirements, experience, and education, as well as motivation and interest in the vacant position.
Interview outcome indicators: Evaluate interview results, considering candidates' evaluations, question responses, and overall impression, to determine if the candidate fits the company culture and requirements.
Time to hire indicators: Determine the average time required from posting a vacancy to hiring a new employee, and analyze it to optimize the recruitment process.
Employee retention rate: Monitor the retention rate of new employees in the first 6-12 months and evaluate the success of integration programs.
Candidate experience indicators: Survey candidates about their experience in the recruitment process to assess how they perceived and evaluated collaboration with the company.
Employee productivity indicators: Analyze the productivity and performance of new employees in the first months of employment to assess how effectively they have integrated into the company.
Source of hire indicators: Determine where the most qualified and effective candidates come from and adjust the recruitment strategy accordingly to attract desired talent pools.
Employer reputation indicators: Monitor feedback and evaluations about the recruitment process to determine how it affects the company's reputation and its ability to attract and retain talent.