Recruitment is about more than just filling roles – it’s about matching the right talent with the right opportunities, keeping clients satisfied, and ensuring placements lead to long-term success. A high-performance recruitment firm relies on data to track efficiency, conversion rates, and client satisfaction. The right Key Performance Indicators (KPIs) help firms optimise their hiring processes, reduce time-to-fill, and increase profitability.
Time to Fill
How long does it take to place a candidate once a job opens? Time to fill measures the average duration from job posting to offer acceptance. A shorter time to fill indicates an efficient process, while a longer one may suggest bottlenecks in sourcing, screening, or negotiations.
Time to Hire
Slightly different from time to fill, time to hire tracks how long it takes from the moment a candidate enters the pipeline to when they accept the offer. A high-performing firm minimises this timeframe to secure top talent before competitors do.
Candidate Conversion Rate
Not every shortlisted candidate lands the job. Candidate conversion rate measures the percentage of candidates who progress from screening to interview to placement. A low conversion rate might indicate a need for better candidate qualification.
Client Satisfaction Score
Recruitment isn’t just about candidates—it’s about keeping clients happy. Collecting feedback and tracking client satisfaction scores ensures the firm is meeting hiring expectations and building long-term partnerships.
Offer Acceptance Rate
How often do candidates accept job offers? A low offer acceptance rate suggests misalignment in salary expectations, job descriptions, or candidate fit. Improving communication during the hiring process can help boost this metric.
Candidate Retention Rate
A successful hire isn’t just about filling the position—it’s about ensuring the candidate stays. Measuring how many placements remain in their roles after 6 months or a year provides insight into the quality of the recruitment process.
Source of Hire Effectiveness
Where do the best candidates come from? Tracking the effectiveness of different sourcing channels—job boards, LinkedIn, referrals, or internal databases—helps firms allocate resources to the most productive recruitment sources.
Revenue Per Recruiter
A high-performance firm needs efficient recruiters. Revenue per recruiter measures how much revenue each consultant generates, helping firms optimise workload and compensation structures.
Cost Per Hire
Hiring isn’t free. Cost per hire calculates the total expenses—including job postings, recruiter salaries, and sourcing tools—divided by the number of hires. A high cost per hire signals inefficiencies that need to be addressed.
Job Order Fill Rate
How many job orders actually get filled? This metric measures the percentage of vacancies that are successfully placed. A low fill rate may indicate unrealistic client expectations, poor candidate sourcing, or inefficient screening.
Diversity Hiring Metrics
Many companies prioritise diversity and inclusion. Tracking the percentage of hires from underrepresented groups ensures the firm aligns with client expectations and industry best practices.
Revenue from Repeat Clients
Long-term relationships drive sustainable success. Measuring the percentage of revenue from repeat clients indicates how well the firm maintains trust and delivers value.
Candidate Experience Score
Recruitment isn’t just about clients – candidates matter too. Tracking candidate feedback helps firms refine communication, interview prep, and onboarding support, ensuring a positive hiring experience.
A recruitment firm’s success isn’t just measured in placements – it’s defined by efficiency, client relationships, and long-term hires. KPI Tracker helps firms monitor these key metrics, ensuring they consistently deliver top talent and maintain a competitive edge.