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Measure What Matters: Recruiting Metrics for Outbound Sourcing

Posted by
Nupura Ughade
July 25, 2023

You're a recruiter on a mission to assemble the mightiest team of talent for your organization. But how do you ensure your outbound recruiting strategies pack a punch and bring in the best candidates?

Outbound recruiting involves proactively reaching out to potential candidates, whereas inbound recruiting focuses on building a strong presence to attract candidates who are already interested in the organization or its job openings.

In this blog, I'll explore the key outbound hiring metrics you should watch, including the importance of these metrics, how they can help you make informed decisions, and enhance your organization's talent acquisition strategies.

Why do outbound recruiting metrics matter?

Gone are the days of relying solely on gut feelings and guesswork when it comes to finding the right candidates. Hiring metrics provide valuable insights into different aspects of the recruiting and outbound sourcing efforts, enabling talent acquisition teams and hiring managers to make data-driven decisions and optimize their recruiting strategies.

By tracking and analyzing key metrics, you gain a comprehensive understanding of your hiring processes. You can proactively identify bottlenecks, measure the effectiveness of your sourcing channels, evaluate candidate quality, and pinpoint areas for improvement. Outbound hiring metrics enable you to fine-tune our strategies and maximize our chances of securing top-tier talent.

Types of outbound recruiting metrics

Outbound recruiting metrics can be categorized into different types, each focusing on a specific aspect of the outbound sourcing and recruiting process. Here’s a quick snapshot of all the metrics we’ll cover in this blog:

1. Sourcing Channel Metrics:

  • Sourcing Channel Conversion Rate
  • Sourcing Channel Cost
  • Candidate Quality

2.Candidate Engagement Metrics

  • Candidate Response Time
  • Offer Acceptance Rates

3. Efficiency Metrics

  • Time to Hire
  • Cost per Hire

A deep dive into outbound recruiting and sourcing metrics

Let's explore each category of outbound recruiting metrics in detail, including how you can measure and improve them.

1. Sourcing channel metrics

How often do you measure the effectiveness of your sourcing channels? Analyzing this data will help you identify the top-performing source of candidates for your budget. Use these metrics to analyze your candidate sourcing channel efficiency:

Sourcing channel conversion rate

The sourcing channel conversion rate measures the percentage of candidates who progress from being sourced through a specific channel to becoming applicants and accepting the offer. By analyzing this metric, recruiters can assess the effectiveness of different sourcing channels in generating viable candidates. A higher conversion rate indicates a more successful channel for attracting qualified applicants.

Cost per channel

It is crucial to analyze this metric to determine the return on investment (ROI) for various sourcing strategies. By understanding the cost per hire for different channels, recruiters can allocate their budget more efficiently and invest in the most cost-effective sourcing methods.

Cost per sourcing channel = total costs of channel/total number of hires for that channel

Candidate quality for sourcing channels

This evaluates the quality of candidates generated through different sourcing channels. Candidate quality is not easy to measure, but depending on the complexity of the roles you’re hiring for, you can take into account factors such as candidate qualifications, experience, and fit for the role. Recruiters can identify the channels that consistently produce high-quality candidates and focus their efforts accordingly by assessing the quality of candidates from each channel.

Candidate quality for a sourcing channel  = (Number of qualified candidates from a sourcing channel / Total number of candidates from that sourcing channel) x 100

2. Candidate engagement metrics

Candidate engagement metrics focus on the level of interaction and interest displayed by candidates throughout the hiring process. They provide valuable insights into the candidate experience.

Candidate response rate

The outreach response rate measures the percentage of candidates who respond to initial outreach attempts. You should measure response rates across all different outbound sourcing channels you have, such as emails and SMS. A high response rate indicates that the outreach medium is effective and that the message is compelling and resonates with the target candidate pool.

Candidate response rate = (Number of responses to outreach / Number of outreach attempts) x 100

Offer acceptance rates

Providing consistent communication and prioritizing candidate experience keeps candidates engaged throughout the hiring process. A high offer acceptance rate generally indicates that the company's offers are competitive and compelling, while a low acceptance rate may signal issues such as poor candidate experience or a lack of alignment between the candidate's expectations and the offered position.

Offer Acceptance Rate = (Number of offers accepted / Number of offers extended) x 100

Outbound hiring efficiency metrics

In essence, these metrics gauge the speed and cost-effectiveness of your sourcing efforts.

Time to hire

Time is of the essence in today's competitive job market. Measuring the time it takes to hire a candidate helps you identify any inefficiencies in the recruitment process. You can streamline and optimize each hiring stage to reduce the time to hire, preventing potential talent from slipping through the cracks due to lengthy processes.

Time to Hire = (Date of candidate acceptance - Date of job opening)

Cost per hire

Recruiting comes with costs, both in terms of time and money. Tracking the cost per hire helps you evaluate the efficiency of our recruitment efforts and identify areas where you can optimize spending. Total recruitment costs include expenses related to job advertising, recruitment agency fees, background checks, interview expenses, and other associated costs. By allocating resources wisely, you can reduce unnecessary expenses while maintaining the highest standards of talent acquisition.

Cost per Hire = (Total Recruitment Costs / Number of Hires)

Drive hiring success through data

Data holds the key to unlocking hiring success. By harnessing the power of recruiting metrics, talent acquisition teams can make informed decisions, optimize processes, and continuously enhance their recruitment strategies.

To embark on this transformative journey, it's essential to leverage advanced analytics tools like Sense Analytics. With its robust features, Sense Analytics empowers recruiters to dive deeper into their hiring data, uncover meaningful patterns, and gain actionable insights.

Explore Sense Analytics and revolutionize your approach to talent acquisition. Measure what matters, optimize your efforts, and elevate your recruitment strategies to new heights. If you want to see it in action, request a demo here and our team will be happy to give you a walkthrough of Sense.

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