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Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
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Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesCombine behavior-based marketing automation with AI insights to build talent pipelines, engage candidates with multi-channel marketing campaigns, and automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet exclusive intel on industry and market trends along with expert one-on-one advice.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesCombine behavior-based marketing automation with AI insights to build talent pipelines, engage candidates with multi-channel marketing campaigns, and automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet exclusive intel on industry and market trends along with expert one-on-one advice.
Learn more Talk to salesHow a beloved restaurant hires 40,000+ annually with a great candidate experience.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
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Get resourcesExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
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Learn moreEmployers everywhere improve hiring efficiently and save money using iCIMS. Estimate the potential business value you can achieve.
Learn moreDive into the Class of 2023 Report highlighting this cohort’s expectations and where employers are willing — and able — to meet them.
Watch nowPartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreThe iCIMS Talent Cloud delivers a secure, agile, and compliant platform designed to empower talent teams, job seekers, and partners with advanced data protection and privacy.
Learn moreView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreiCIMS is committed to being a responsible and ethical corporate citizen, which is why Environmental, Social and Governance (ESG) initiatives are strategic imperatives.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
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Talent acquisition metrics and analytics should tell a story about the candidate and employee experience. Does your data provide a complete picture, like watching a movie? Or do you only get snippets of info, like watching a series of TikTok videos?
The best recruiting organizations use data to see a complete picture of the hiring process. They know exactly how job seekers move through each step and use recruiting metrics to set goals and measure performance.
Key performance indicators (KPIs) indicate progress toward an intended result and are a critical part of a successful talent acquisition operation. Generally speaking, you should measure KPIs throughout each of these stages:
Measuring your hiring process from end-to-end takes people with the right knowledge, process and technology to get right. To help you get started, here are 15 key talent acquisition metrics you can track.
Need an easy way to share these metrics with your boss? Learn how to create configurable analytics dashboards.
Track this metric to determine if roadblocks on your career site deter candidates from getting their foot in the door. If you get a lot of visits but few conversions, you could add a mobile-friendly browsing experience, AI-powered job recommendations, and chatbots that allow candidates to ask questions.
Total # of applications with source as career site / total # of site visits
The actual job application is another common point of friction in the candidate experience. Job seekers want consumer-like experiences. If it takes too long to complete your application, candidates will find an easier option. For more insight, break down this KPI by device type or location.
Time started – time finished / # of complete applications
Using analytics dashboards in your ATS, calculate which recruitment marketing channels bring in the most candidates to focus your effort and budget on the channels with the most significant impact.
You can also measure your channels by total volume, break them down by talent pools, or filter them by hired candidates to tell a richer story using your talent data.
CPQA determines the total spend required to attract one quality applicant, so you can focus your strategy on the channels that attract the most quality candidates at the lowest average cost.
To measure, you’ll need to define what makes a “quality applicant.” Is it all candidates that make it past the phone screen or only those that receive a particular score in your ATS? Once you’ve created that definition, you can use this formula:
Measure: total $ spent / total # of quality applicants
This KPI helps you identify the channels that bring in the highest number of qualified applicants. For example, a third party job board may bring in the highest number of candidates overall, but LinkedIn may generate a higher percentage of qualified candidates.
Measure: # of qualified applicants from a specific source / total # of qualified applicants from all sources
How well do your text campaigns work to engage talent? Use this metric to evaluate your performance against a benchmark. If you receive a lot of initial texts but few applications, you may need to edit the language or flow of your text conversations.
Measure: total # of texts received / total # of applications from text promotions
Chatbots act as a 24/7 virtual recruiter. But it’s time to act if your chatbot isn’t turning conversations into quality applicants (and generating an ROI). Consider adding employee testimonial videos to your chatbot to showcase your culture and the skills required for relevant jobs.
Measure: total # of applicants per chatbot source / total # of candidates per chatbot source
Another critical channel, targeted emails to candidates in your talent pool should push job seekers to take action. Always include a link that candidates can click on, so you can track engagement rates.
Measure: total # of emails sent / the # of people who clicked
Measure candidate satisfaction with a standardized survey about your recruitment process. Determine your net promotor score with a satisfaction survey with a ranking of 1-10.
Make survey answers searchable and reportable in your applicant tracking system for more actionable data.
Need an easy way to share these metrics with your boss? Learn how to create configurable analytics dashboards.
This metric helps identify how quickly your organization can move a candidate through the hiring process. Without an understanding of this KPI, it can be challenging to forecast against your hiring goals and set expectations with candidates in your pipeline.
Measure from the day the candidate’s profile is created to the day the candidate is hired for a job
Time to fill takes a look at your whole recruitment process by measuring the time between when a job is posted and a candidate is hired. Identify time to fill slowdowns to help your organization’s talent acquisition team become more cost-efficient and turn the HR department into a value generator.
Measure from the day the job is created until the day a candidate is hired for the job.
How likely is a candidate to accept an offer? With this recruiting KPI, you can find out. If your offer acceptance rate is below your benchmark, consider re-examining your compensation packages, time to hire, or offer letter management software.
Measure: the # of accepted job offers / the total # of job offers given within a period of time
Once you extend an offer, how long does it take for candidates to accept? Too much time spent negotiating can indicate that benefits or working conditions weren’t clear throughout the hiring process. An average of this measure by position can also help leaders better allocate TA team resources for hiring specialized roles.
Measure: total # of days between offer made and offer accepted / total # of hires
Employee turnover is not necessarily a negative. Sometimes team members don’t meet expectations, and it’s better that they exit the business. Use this metric to identify whether turnover is happening among your top performers, which could indicate a greater need for internal advancement opportunities.
Measure: top performer turnover / total turnover
A career path ratio highlights the ratio of vertical promotions compared to lateral moves. If your ratio is too high compared to your benchmark, that could indicate that your company is handing out too many promotions.
If your ratio is low, and the only internal mobility is due to transfers, that could indicate “talent hoarding”. This happens when managers discourage promotions because they want to keep top talent on their teams.
Measure: total promotions / (total promotions + total transfers)
Data-driven decisions are the future of talent acquisition. The best organizations already use sophisticated technology with robust analytics and AI-powered insights.
To fine-tune your hiring process, check out iCIMS Talent Cloud platform. Experience the advantage of a comprehensive talent recruitment platform that gives you oversight across the entire talent journey.
Anna is passionate about empowering businesses to grow profits through purpose. She enjoys using her creative and marketing backgrounds to tell compelling stories and hopes to inspire business leaders to choose solutions that deliver tangible results.
Bitten by the creative bug at a young age, Anna graduated from Stephen F. Austin State University with a BA in theatre. In addition to acting and directing, she enjoys DIY projects, gardening and obstacle course racing.
July 9, 2024 
6 min read
