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Post by Rich Moy on Jan 18, 2018 12:00:00 PM

As a recruiting leader, there are all sorts of things that you could track to measure your tech hiring strategy. In fact, we’ve covered some of the most common recruitment metrics that tech recruiters tend to track. But with so many to choose from, how are you supposed to know which ones are good indicators of success?

Before you jump to any conclusion, here are three less talked-about (and more nuanced) technical recruitment stats that give you a much better idea of how well your hiring strategy is working.

Applicants Per Hire

While you want as many qualified candidates as possible, your tech recruiters shouldn’t be spending an unreasonable amount of time screening unqualified developer applicants. This is where the applicants per hire KPI comes into play, which is a good indicator of the efficiency of your interview process. According to Workable, the US average for interviews per engineering hire is 15.

That benchmark is an excellent place to start, but take a closer look at the last six months of your tech hiring. How many interviews have you typically completed before hiring a programmer? Use the answer to help you understand how much time your recruiters dedicate to phone interviews, interviews, and other administrative tasks.

If your number seems high, start by revisiting your initial screening process. The chances are that your tech recruiters and hiring managers aren’t on the same page about what they’re looking for in developer candidates.

Application Completion Rate

You might be thrilled to see higher-than-average clicks on your job listings. But what’s happening after developers read them? More importantly, what percentage of them take the next step of applying? You might be doing a lot of things well, but all of your hard work is for naught if developers aren’t submitting their resumes.

If your application completion rate is low, there are two things to consider. The most obvious reason is that your job listings aren’t resonating with tech candidates after they click to learn more. To confirm, ask two to three developers at your company to read your job listings and provide honest feedback. Additionally, review your application requirements, and be honest with yourself about the information that you review. If your current programmers are turned off by the length of your job applications, potential candidates likely feel the same way.

Days to Offer

You’ve found a developer you want to hire! The only problem? You haven’t spoken to that person in a while. The best developers aren’t on the open market very often. So when you’ve decided to extend a job offer, it’s essential to do so as quickly as possible.

This recruitment metric accounts for much more than the number of days between a developer’s final interview and a job offer. Brian Westfall at Software Advice suggests calculating the number of days from when someone applies for the position to when they accept or reject a job offer. Additionally, you can measure milestones throughout the interview process to identify where breakdowns are occurring most often.

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