Recruitment analytics

Recruiting KPIs and metrics, calculated

Eighteen sourcing and attraction KPIs and twelve recruiting formulas, all calculated on your own numbers, in euro.

18
KPIs, calculated live and rated great, good or bad
7
Leading indicators to review every week
12
Formulas, calculated live

Scorecard · KPIs

What to measure in sourcing and attraction

Every KPI is live. The inputs start at typical industry values. Put in your own numbers and each card tells you whether the result is great, good or bad, against the thresholds shown under it. A magenta edge marks the seven leading indicators to review every week.

Showing all 18 KPIs

LinkedIn message reply rate

Engagement
Replies ÷ messages delivered

Leading indicator · review weekly

Email reply rate

Engagement
Replies ÷ emails delivered

Leading indicator · review weekly

Interested rate

Engagement
Positive replies ÷ messages delivered

Leading indicator · review weekly

Sequence depth

Engagement
Share of sequences with four or more steps

Leading indicator · review weekly

Time to first slate

Funnel
Days from intake to three qualified, interested candidates

Leading indicator · review weekly

Hiring manager slate acceptance

Funnel
Candidates advanced ÷ candidates presented

Leading indicator · review weekly

Application to screen

Funnel
Candidates screened ÷ applications

Review monthly, by role family

Final interview to offer

Funnel
Offers ÷ final interviews

Review monthly, by role family

Offer acceptance rate

Funnel
Offers accepted ÷ offers extended

Review monthly, by role family

Source of hire mix

Outcome
Hires by channel ÷ total hires

Review monthly, by role family

Rediscovery share

Outcome
Sourced hires found in the CRM or ATS ÷ all sourced hires

Review monthly, by role family

Quality of hire

Outcome
Index of the 6 to 12 month rating, hiring manager satisfaction and 12-month retention

Review monthly, by role family

Cost per hire by source

Outcome
(Tools + adverts + agency fees + team time) ÷ hires from that source

Review monthly, by role family

Time to fill, scarce roles

Outcome
Days from requisition approval to accepted offer, reported apart from volume roles

Review monthly, by role family

Cost per qualified applicant

Brand
Campaign spend ÷ applicants who pass the screen

Review monthly, by role family

Employer review rating

Brand
Glassdoor or Kununu score, plus the share of reviews you answer

Review monthly, by role family

Candidate NPS

Brand
Promoters minus detractors, by stage and by outcome

Review monthly, by role family

Talent community engagement

Brand
Active members ÷ all members, by segment

Leading indicator · review weekly

Where the presets and thresholds come from

Presets are typical values for a mid-size team. Thresholds are working rules built from public benchmark sets and our own desk: Gem Recruiting Benchmarks (165M applications, 1.2M hires), Pin outreach data (4M+ messages), HeroHunt funnel and outreach studies, LinkedIn skills-based hiring research, Glassdoor review research and Starred candidate experience data. Vendor data skews toward technology and growth-stage companies. Use the thresholds as direction, then replace them with your own baseline after one quarter.

Twelve formulas

The recruiting metrics, calculated

Every formula from the cheat sheet, live. Each card shows the calculation as written in the source, the inputs it needs, and what the result means.

Metric 10, expanded

Sourcing channel effectiveness

The source counts candidates per channel and stops there. Counting without spend cannot tell you what to cut, so cost per candidate and cost per hire are added.

Channel manager

Edit any cell. A channel with spend and no hires is the first line item to question.

ChannelSpendCandidatesQualityHires Quality rateCost / candidateCost / hireShare of hires

How to use this

Four steps, and what each number means

Every figure on this page runs in your browser. Nothing is stored and nothing is sent anywhere.

  1. Pick your scorecard. Filter the KPIs by the group you own. Sourcing leads start with Engagement and Funnel. Recruitment marketing starts with Brand. Replace the preset values with your last month.
  2. Read the rating, then the line under it. Great, good or bad comes from the thresholds on each card. The line under the result tells you what to fix first. The seven leading indicators move first, so review them weekly.
  3. Work the twelve formulas. Each card shows its formula, takes your own inputs and reads the result back in plain language.
  4. Cost every channel. The channel ledger adds spend to the candidate count, so you can see which channel to cut first.
Where this departs from the source cheat sheet
  1. The referral formula returned a ratio, not money. Total referrals divided by total hires was labelled a cost per hire in currency. That division cannot produce euro. It is split into referrals per hire, conversion rate, and a real cost built from the bonus and admin spend.
  2. Quality of hire needed a divisor. The source sums four scores over N indicators without fixing N. Four indicators are scored here, each 1 to 100, and the divisor follows the count.