What are effective metrics to measure candidate outreach success?

2 Conversion rate

The conversion rate is the percentage of candidates who move from one stage of the recruitment funnel to the next, such as from response to screening, from screening to interview, from interview to offer, and from offer to hire. This metric shows how well you are able to qualify and persuade candidates to advance in the hiring process, and how efficient and smooth your process is. A low conversion rate may indicate that you are losing candidates due to poor communication, lack of feedback, long delays, or mismatched expectations. A high conversion rate, on the other hand, means that you are providing a positive and engaging candidate experience that motivates candidates to continue.

3 Source of hire

The source of hire is the channel or method that leads to the successful placement of a candidate, such as referrals, job boards, social media, career fairs, or direct sourcing. This metric helps you identify which sources are most effective and cost-efficient for your staffing service, and where you should invest more or less time and resources. A low source of hire may mean that you are not leveraging the full potential of a certain channel, or that you are not reaching out to the right candidates through that channel. A high source of hire, on the other hand, means that you are optimizing your outreach strategy and maximizing your return on investment.

5 Outreach ratio

The outreach ratio is the number of candidates you reach out to divided by the number of candidates you need to hire. This metric indicates how selective and targeted your outreach approach is, and how well you understand your clients' requirements and preferences. A high outreach ratio may mean that you are casting a wide net and contacting many candidates who may not be a good fit, or that you are facing a low response or conversion rate. A low outreach ratio, on the other hand, means that you are focusing on the most qualified and relevant candidates, and that you are achieving a high response or conversion rate.

6 Candidate feedback

The candidate feedback is the qualitative and quantitative data that you collect from candidates who have interacted with your staffing service, such as surveys, ratings, reviews, testimonials, or referrals. This metric reveals how satisfied and engaged candidates are with your outreach process, and how likely they are to recommend your service to others. A negative candidate feedback may mean that you are not providing a consistent and respectful candidate experience, or that you are not fulfilling your promises and expectations. A positive candidate feedback, on the other hand, means that you are building trust and loyalty with candidates, and that you are enhancing your reputation and brand awareness.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?