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Measuring Success in Talent Acquisition: Key Metrics and KPIs

Symphony TalentOctober 26, 2023AnalyticsResource

When it comes to hiring top talent, success is no longer measured by the quantity of résumés in your inbox. Modern talent acquisition teams are under pressure to demonstrate their effectiveness through data-driven results. 

The ability to track, analyze, and optimize talent acquisition efforts is important for both filling key positions and securing a seat at your organization’s decision-making table in the process. Talent teams can (and should) measure success throughout the talent funnel by utilizing metrics and key performance indicators (KPIs) that quantify the value of their recruitment efforts — and the success of their hires.

Understanding the value of talent acquisition metrics and KPIs

Talent acquisition metrics and KPIs measure effectiveness and performance during the recruitment and hiring process. They provide valuable insights into how well a talent acquisition team is achieving their objectives, and can help guide decision-making and improvements in the recruitment process.

  • Talent acquisition metrics are specific data points and statistics that benchmark recruitment effectiveness at different stages of talent acquisition, from attracting candidates to hiring and retention. This might include the time to fill a job vacancy, cost per hire, and more. With greater access to talent acquisition metrics, talent teams can make stronger, data-driven decisions that directly impact results.
  • Talent acquisition KPIs, on the other hand, are how organizations measure the broader success of their talent acquisition efforts. These are usually a select few crucial metrics that have a direct impact on the overall recruitment process — and align with the organization's strategic goals. This can include diversity and inclusion, source of hire, and turnover rates.

Tracking talent acquisition metrics and KPIs provides a clear and quantifiable way to measure the effectiveness of recruitment efforts. Talent teams can identify and observe what's working and what isn’t — and pivot using data-driven insights to better-align the hiring process.

These quantifiable goals also help to demonstrate the value of a talent acquisition team to key stakeholders within the organization. By presenting concrete data points and trends, recruiters can show how their efforts contribute to everything from the company's bottom line to its strategic objectives. When tied to mission-critical initiatives, recruitment becomes part of the conversations that shape those initiatives.

And, of course, quantifying opens the door to qualifying — particularly when it comes to proactive problem-solving. Recruiters can address shortcomings as they arise and continuously refine recruitment strategies to ensure they’re targeting the right talent, in the right place, at the right time. 

Top metrics and KPIs to track success

The ability to attract and retain top talent is a critical competitive advantage. Talent acquisition metrics guide recruitment teams in gaining that competitive edge. The following talent acquisition metrics and KPIs can help your team develop a successful recruitment strategy:

  • Candidate experience. Measuring and improving the candidate’s recruitment experience is essential. It directly influences their decision to accept a job offer and it can bolster an organization's reputation as an employer of choice. Monitoring the Net Promoter Score (NPS), conducting post-interview surveys, and evaluating communication between hiring teams and candidates can help you understand how candidates experience the recruitment and hiring process — and shape a positive one.
  • Cost per hire. Cost per hire calculates the total cost of recruitment per vacancy. You’ll receive insight into the efficiency and cost-effectiveness of talent acquisition efforts  Lower cost per hire implies efficient hiring, while a high cost per hire suggests room for optimization. To enhance this metric, look to bolster organic recruiting strategies such as employee referrals or employer branding.
  • Diversity and inclusion. Organizations (and potential hires) recognize the value of diverse teams for innovation, decision-making, and employee satisfaction. Metrics can include the demographic composition of the workforce and the percentage of diverse hires. Using strategies like diverse candidate sourcing and inclusive interview processes ensures a wider variety of perspectives within the organization.
  • Offer acceptance rate. This metric measures the percentage of job offers accepted by candidates—and the organization’s attractiveness in the job market. A high acceptance rate suggests a strong employer brand and competitive compensation and benefits. A low rate may signal areas for improvement in the hiring process or job offer packages. Gathering feedback from candidates who declined offers is crucial in understanding why.
  • Quality of hire. Quality of hire assesses how well new hires perform in their roles and how long they stay in the organization. A high-quality hire delivers superior performance and longevity. Defining “quality” based on your organization's needs — and combining quantitative performance metrics with qualitative feedback — can simplify this measurement.
  • Retention rate. Employee retention rate reflects the effectiveness of your recruitment process and the desirability of the work environment. High retention rates indicate successful hiring — and a workplace where employees are engaged and motivated to stay. Low retention rates may signal issues in the hiring process, onboarding, company culture, or management practices.
  • Sourcing channel. Diversifying where you find talent is crucial for successful recruitment. Analyze the effectiveness of various sourcing channels (in terms of the number and quality of applicants) to streamline the hiring process. Traditional methods must be supplemented by targeted digital strategies to remain competitive in the talent acquisition landscape. Regularly assess channel performance and explore new alternatives when possible.
  • Time to hire. Time to hire measures the efficiency of the recruitment process. The longer it takes to fill a position, the more resources an organization invests. This impacts both cost and productivity. Reducing this time also enhances the candidate experience and prevents potential hires from losing interest. To improve time to hire, streamlining internal processes, reviewing job requirements, and using automation can be effective.

Ultimately, measuring talent acquisition KPIs and metrics helps you find the candidates you need, while illustrating the effectiveness of your means and methods. The metrics above can help you identify pain points and resolve them, to generate recruitment strategies that yield measurable results.

Find the right candidate, with Symphony Talent

Not every organization has the means to create a robust recruitment program, complete with up-to-date talent acquisition metrics and KPIs. When you need expert talent acquisition assistance, Symphony Talent is here to help.

From managing your employer brand to developing tailored recruitment campaigns, we take the stress and guesswork out of the hiring process — and provide the proof of concept you need to make your voice heard at the decision-making table. Contact us today to see what we can do for you.

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