Some recruitment targets are so last generation!

Recruiting metrics

HR has been trying to establish itself as a strategic partner contributing to the growth of its company. While they’re thinking in the right direction, not many have succeeded in doing so. The reason? Recruitment targets that have lost relevance. And we can’t blame them for that.

For decades now, recruitment and hiring managers have been taught to measure insufficient KPIs. Using recruitment metrics like:

  • the number of applications per role,
  • the cost per hire,
  • the time to hire,
  • the application to interview ratio,

and similar other operational efficiency metrics will always keep you limited to targets that matter only to your department, not to your organization as a whole. No one can become a strategic partner with an inward-looking approach like that, right?


Recruitment targets: reactive vs. proactive

Traditional recruitment targets, like the ones mentioned above, are reactive by nature. They don’t tell you how well you’re hiring. So when you recruit talent, while focusing on these metrics, you are not looking at the quality of your candidate. You’re not spending time on finding unique talent or in competing against your peers for that niche skill-set. All you do is post an ad when a position is vacated and fill it as and when applicants come your way – nothing before that and nothing after it.

Modern recruitment targets demand building relationships with potential candidates, creating company branding, and keeping an eye on competitor strategies. Look at metrics that inform you about:

  • the growth of your network on social media channels,
  • the impact of your recruits made on the organization’s overall productivity, and
  • the performance of your hiring strategy against that of your competitors.

Want to know more? Get a demo of Talismatic and see what you’re missing out on. With an easy setup, you can start using Talismatic to measure recruitment targets that you had never even identified before.


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