Effective recruiting and hiring should be scientific – there should be hypotheses, A/B testing, and a clear strategy behind every initiative. But when things get busy and certain goals need to be met, recruiting in a scientific way can get put on the back burner. One way to ensure that you’re practicing scientific recruiting is to track certain metrics. By periodically going through these metrics, you can adjust your recruiting strategies, budget, and even your hiring sources. Here are a few of the must-have hiring metrics all tech recruiters should be tracking.
When recruiting technical employees, your time-to-fill will typically be longer than other positions. More complex jobs have a longer time-to-hire (this article from IT world said Software Engineers take an average of 35 days to hire, while the average across all U.S. jobs was 22.9). We think that number is actually much higher, especially if you do a thorough job screening candidates to ensure you’re finding the right one and not settling. Developers are in high demand, and most can be considered passive candidates, so those are also factors adding days onto the average time-to-fill.
When keeping track of time-to-fill, keep track of how long each “part” of the process took. For example, did sourcing take the longest? Or was the interview process the longest part? You can then find ways to improve those specific tactics or at least plan around them to meet your goals.
Your source of hire for developer candidates will be much different than other positions. Developers aren’t hanging out on the sites where you can find marketers or sales people. They don’t like LinkedIn (or even have a profile), hate being cold called on the phone, and get so much impersonalized email spam. Your source of hire metrics likely reflect this – for developers, you’ll probably notice most of your hires are coming from referrals or tech-specific job boards or websites.
This metric goes beyond simply looking where the hires are from, though. Have you noticed that all of your hires from referrals tend to leave the company after a year? Or were your best-performing employees all recruited from the same job platform? Over time, you’ll notice trends popping up that are related to the hiring source.
So many recruiters only track the number of applicants, but that can be problematic. Large, mass-upload websites can provide you with hundreds of candidates, but how many of them are actually qualified? Smaller, niche sources of candidates often provide more qualified candidates, especially for technical roles. Qualified applicants can mean a number of different things to people – it could be how many people made it past the first stage of your interview process or made it past the coding test.
Aside from the random disgruntled interviewee, feedback from your candidates is extremely important. Whether it’s checking in on your company’s Glassdoor reviews or even sending out a survey to applicant’s feelings on your candidate experience.
The same can be said for your new employee onboarding process. When you do make that developer hire, ask them for honest feedback on the interview, application, and onboarding process. Make the requested changes, test them out, and see if your other hiring metrics go up as well.