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A broken hiring process can cost your organization top talent, time, and money. Modern applicant tracking systems like Greenhouse and OmniHR offer robust analytics to help you pinpoint inefficiencies and optimize every stage of recruitment.
By focusing on the right metrics, you can transform your hiring process from a source of frustration to a strategic advantage.
Why Your Hiring Process Needs a Data-Driven Overhaul
Many organizations struggle with complicated recruitment workflows, poor candidate experiences, and a lack of transparency. These issues often lead to hiring the wrong people or losing the right ones to competitors.
Relying on gut instinct or outdated metrics like time-to-fill alone can result in costly missteps. High turnover and low offer acceptance rates are common consequences.
Tracking actionable, real-time metrics enables continuous improvement and better hiring outcomes.
The Five Essential Metrics to Track
Here are the five most impactful metrics you should monitor using Greenhouse, OmniHR, or similar platforms:
1. Time to Fill
Definition: The number of days from when a job is posted to when an offer is accepted.
Why It Matters: Time to fill is a key indicator of process efficiency. A lengthy time to fill can signal bottlenecks, slow decision-making, or poor sourcing strategies.
While speed is important, it should not come at the expense of quality.
How to Use It: Regularly review this metric to identify stages where candidates get stuck. Streamline those steps with automation or clearer communication.
2. Quality of Hire
Definition: A composite score based on new hire performance, retention, and hiring manager satisfaction, typically measured after the first year.
Why It Matters: This metric goes beyond speed and volume. It focuses on whether your hires are actually contributing to organizational success.
High-quality hires drive productivity and reduce turnover.
How to Use It: Combine performance reviews, retention data, and manager feedback to assess the long-term impact of your hiring decisions.
3. Offer Acceptance Rate
Definition: The percentage of job offers accepted by candidates.
Why It Matters: A low acceptance rate may indicate issues with your employer brand, compensation packages, or candidate experience. It reflects how attractive your organization is to top talent.
How to Use It: Track reasons for declined offers and adjust your process or packages accordingly. Benchmark against industry standards to stay competitive.
4. Source of Hire Effectiveness
This metric measures the success rate of different sourcing channels in delivering qualified, hired candidates. Not all job boards, agencies, or referral programs yield the same quality or quantity of hires.
Knowing which channels work best allows you to allocate resources more effectively and reduce wasted spend.
By analyzing which sources produce the highest percentage of successful hires, you can double down on those channels while phasing out underperformers.
5. Candidate Experience
Candidate experience reflects satisfaction with your hiring process, often measured by surveys or Net Promoter Score (NPS). A positive candidate experience enhances your employer brand and increases the likelihood of offer acceptance—even among those not ultimately hired.
Negative experiences can deter future applicants and damage your reputation.
Soliciting feedback at various stages and acting on recurring pain points, such as unclear communication or lengthy application forms, can help improve this metric.
How Greenhouse and OmniHR Make Tracking These Metrics Easy
Both Greenhouse and OmniHR are designed to automate data collection and reporting for these critical metrics. They offer customizable dashboards, real-time analytics, and integration with other HR tools.
This makes it simple to visualize trends and drill down into problem areas.
- Greenhouse excels at tracking candidate experience, source effectiveness, and quality of hire through its robust reporting suite.
- OmniHR provides detailed analytics on time to fill, offer acceptance, and retention, helping you optimize each stage of the recruitment funnel.
Turning Insights into Action for Better Hiring Outcomes
Tracking these five metrics is only the first step. The real value comes from using the insights to identify and eliminate process bottlenecks.
You can improve job descriptions and sourcing strategies, enhance candidate communication and engagement, and refine your employer value proposition.
By leveraging the analytics capabilities of Greenhouse and OmniHR, you can move from reactive hiring to a proactive, data-driven talent strategy. This approach delivers better hires, faster—and keeps your organization ahead in the competitive talent market.
