Blue Book of Recruiting Metrics
Blue Book of Recruiting Metrics
Blue Book of Recruiting Metrics
Definition
The number of marketing calls it takes to obtain
a job order.
2
Job Order Coverage Ratio
Key metric
Open Job Orders with at least
one Submitted Résumé
Definition
This is the percentage of open job orders where
you have sent at least one résumé.
3
Job Order Response Time
Key metric
Time from New Job Order
to First Résumé Submission
5
Quality of Candidates Interviewed
Key metric
Sendout to Placement Ratio
Definition
The number of sendouts it takes to make a
placement
6
Quality of Hire
Key metric
Percentage of placed candidates still on the job
after one year
Definition Placements
How many candidates have
not quit or been terminated
remaining
after their first year. after a year is
the ultimate
What you need to know
This metric is the ultimate
indicator of
display of how well you great recruiting.
are able to place the right
candidates in the right jobs. Being able to say
that 98 percent of the candidates you place are
still on the job after the first year will tell your
clients a lot about the quality of your work and
your ability to fulfill their needs. To track this
metric year over year, build in reminders in your
CRM to ask your clients about the candidates
you placed. You should also consider tracking
the candidate source in your CRM. Are certain
companies, schools or referral sources proving to
be consistent sources of high-quality candidates?
7
Job Order Fill Ratio
Key metric
Job Order Fill Ratio
Definition
The ratio of job orders written to job orders you
have filled.
8
Time to Fill
Key metric
Time-to-fill ratio
Definition
Increase
Time to fill is the length of efficiency, but
time from receiving a job not at the
order to filling it.
expense of
What you need to know quality.
This is the most basic of the
metrics, because it’s all about
quality and time. Time to fill will vary depending
on your industry, the type of position and other
variables. However, you should remember that
open positions cost clients money, and the ability
to fill positions quickly establishes your value
as a recruiter. Filling a position quickly with
an unqualified candidate can hurt your overall
recruiting quality and lead to turnover. Know the
benchmarks for your industry, but be careful to
balance speed and quality.
9
Conclusion
Metrics are important for any business, but in the
staffing and recruiting industry, these analytics are
crucial. Recruiting metrics that are accessible and
used appropriately can provide insight into trends and
changing market conditions in real-time.
10
About Sendouts
Sendouts™ is the leading, single source provider of recruiting
software for third party recruiting and staffing firms. Sendouts
Surge Web-based recruiting software enables recruiting firms
to streamline their recruiting process, increase productivity,
and make more placements. Additionally, Sendouts provides
unparalleled training and support and is backed by an industry
leading 98% customer satisfaction rate. Sendouts clients on
average achieve an internal growth rate of 48% and increase
job order fill rates by over 20%. Sendouts helps more than
1000 firms automate and manage the entire recruiting
process, from sales to final placement. For more information,
visit www.sendouts.com or call 877-309-5222.