What Is Recruiting Analytics?

Content Strategist

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Recruiting analytics analyzes data to help organizations make better decisions about recruiting and hiring. By understanding the relationships between different data points, organizations can identify patterns and trends that can inform their recruiting strategies. Keep reading to learn more about recruiting analytics and how it can help your organization improve its hiring process.

What is recruiting analytics?


Recruiting analytics is the application of data mining and predictive modeling techniques to the field of recruiting. It allows organizations to identify, track, and analyze patterns in recruiting data to improve their recruitment processes. Recruiting analytics can help organizations determine which sources are most productive for finding qualified candidates, identify areas where they may be losing potential recruits, and predict how many new employees they will need.

What insights can be gleaned from recruiting analytics?

Recruiting analytics is the study of data related to recruiting employees. This data can include information on how many applicants a company has received, how many have been interviewed, how many have been hired, and how long it took to fill each position.

By studying this data, companies can gain insights into which aspects of their recruiting process are working well and which could use improvement. Recruiting analytics can also help companies determine what kind of candidates they are most likely to hire. Recruiting analytics can help companies optimize their recruitment process and find the best candidates for open positions.

How is recruiting analytics used to improve recruitment outcomes?

Recruiting analytics can include tracking how many candidates apply, utilizing an applicant tracking system through to which stage of the process they are dropped, and measuring how long it takes for a new employee to be productive. All of this information can help HR professionals and managers tweak the recruitment process to be more efficient and lead to better outcomes.

Recruiting analytics improves recruitment outcomes by tracking how many candidates are hired. This can help measure the quality of candidates being recruited or whether there are any specific areas where the company struggles to find good employees. By understanding where things go wrong, companies can focus on fixing these issues and improving their recruitment process.

Another way that recruiting analytics can improve recruitment outcomes is by measuring how long it takes for new employees to be productive. This helps identify any potential problems with the onboarding process, such as too much paperwork or insufficient training time. Fixing these issues can lead to employees being more productive sooner, saving time and money.

What are some of the most important metrics you should track with recruiting analytics?


Tracking recruiting analytics data can help you identify areas where your recruiting process could be improved.

Some of the most important metrics that you should track with recruiting analytics include:

  • The number of candidates interviewed compared to the number hired. This will help you determine if you are attracting enough qualified candidates or if there is something about your process that is causing good candidates to go elsewhere.
  • The time it takes to fill a position. This will help you identify areas where your process could be improved so that positions can be filled more quickly.
  • The cost of filling a position. This will help you determine if your hiring process is efficient and effective from a financial standpoint.
  • Diversity of hires. This metric ensures you’re hitting your DEI targets. Diversity recruitment data enables recruiters to determine which communities need more attention versus which are represented.

Recruiting analytics helps organizations better understand their recruiting process and performance. By understanding what is and is not working, organizations can focus on areas that need improvement and make data-driven decisions about their recruitment strategies.