It measures the time between a candidate applying for a job and accepting a job.
It measures how long a role remains open. Often, when time to fill is long, it indicates issues within your recruitment strategy: bottlenecks, long feedback loops, etc.
Measures the percentage of candidates who make it through each step of the process. It helps a lot to see bottlenecks in the process.
Where you get your candidates from: outbound vs inbound; linkedin or job boards etc. Measure the number of candidates by the source to determine which sources bring in the least and most candidates.
It’s how job seekers feel about the overall candidate experience. Most companies use candidate satisfaction surveys to measure it.
It’s a performance of a new candidate during 3-month, or 1-year period. Low ratings can indicate bad hires (but honestly, this metric is a very vague one!)
If you can start to identify trends in rejection reasons, it'll help you pinpoint exactly what to fix.
See Selling and Closing page.
It’s understanding of how much money you are spending during the recruitment process: recruitment agencies, job boards, paid ads, referrals, etc.