Achieving the Gold Standard when Recruiting for High-Volume: 5 Metrics you Must Measure

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High-volume recruiting can be a beast in itself and not understanding the data behind your hiring efforts can lead you down a path of uncertain forecasting and hiring shortfalls. In fact, high-volume positions receive 250 applicants compared to only 59 in a traditional role.

While most employers are deep into holiday recruiting, it’s never too late to start analyzing trends and fix any potential problems that draw your attention. If you don’t know where to start — you’re in luck! We’ve done all the legwork for determining the most crucial recruitment metrics your hiring team should be tracking to help in any high-volume recruiting situation.

Source of hire
One of the more critical hiring metrics that should be looked at often is the source of hire. Determining algeria phone number library where your candidates come from can be one of the best pieces of information a recruiter could wield. With this information, you’re able to tell the quality of a candidate as well as understand your likelihood of hiring the said candidate.

Where does this fit into high-volume recruiting? When hiring for high-volume, it’s important to know what channels are most effective for mass hiring. Whether it’s Indeed or your employees — having this information could save you a lot of energy.

Cost per hire
Companies should look at the cost per hire because it allows them to break down each open requisition and find out where they could be saving money. If a recruiter looks at a role and determines the role is costing more this time around to hire than previous instances, they may be able to save money by focusing elsewhere for the time being.