Learn how to measure and optimize your sourcing metrics to create a positive and impactful candidate experience for your staffing services.

Some of the way to metrics I personally use for better sourcing are: 1. Sourcing Channel Effectiveness 2. Sourcing Productivity 3. Time to Hire 4. Candidate conversion rate 5. Quality of hire Above 5 metrics have always kept me one step ahead from the fellow team members to close any requirement in a faster & efficient manner while leaving a good experience & impression on the candidates.

What sourcing metrics can you use to improve your candidate experience?

Candidate experience is a key factor in attracting and retaining top talent for your staffing services. It reflects how candidates perceive your brand, your communication, your process, and your culture. A positive candidate experience can boost your reputation, referrals, and retention rates. A negative one can damage your image, increase your costs, and reduce your pool of qualified applicants. How can you measure and improve your candidate experience? Here are some sourcing metrics that can help you assess and enhance your performance.

1 Time to fill

Time to fill is the average number of days it takes to fill a position from the moment it is posted to the moment the offer is accepted. It is a common metric that indicates the efficiency and effectiveness of your sourcing process. A shorter time to fill means you can meet your clients' needs faster, reduce the risk of losing candidates to competitors, and save on hiring costs. A longer time to fill means you may have a low-quality pipeline, a complex hiring process, or a mismatch between your expectations and the market. To improve your time to fill, you can optimize your job descriptions, use multiple sourcing channels, automate your screening and scheduling, and provide timely feedback.

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Luvtej Sandhu

Global HRBP | HR Analyst | Talent Advisor | Business Partner | People & Culture | Talent Management & Retention | HR Compliance | Employee Engagement
(edited)
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Some of the way to metrics I personally use for better sourcing are: 1. Sourcing Channel Effectiveness 2. Sourcing Productivity 3. Time to Hire 4. Candidate conversion rate 5. Quality of hire Above 5 metrics have always kept me one step ahead from the fellow team members to close any requirement in a faster & efficient manner while leaving a good experience & impression on the candidates.

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2 Source of hire

Source of hire is the percentage of hires that come from each sourcing channel, such as job boards, referrals, social media, or direct sourcing. It is a useful metric that shows you which sources are most effective and cost-efficient for your staffing services. A high source of hire means you are reaching and attracting more candidates from that channel, and a low source of hire means you may be missing out on potential talent or wasting resources. To improve your source of hire, you can track and analyze your source data, diversify your sourcing mix, invest in your employer brand, and leverage your network.

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Anastazja Radomska

Trying to put Poland on the HFT Map | Building Strong Candidate Relationships | Mum of Four | Co-founder @ The Hire
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When I've got an offer on the table, the first thing I'm checking? Where the candidate came from. That's the goldmine. Some companies are more proactive, actively reaching out to potential candidates. Others prefer a more passive approach, waiting for candidates to approach. Many, use a mix of both. Here's the deal: there's no one-size-fits-all. So what’s the key point? Always pay attention to where your candidates are coming from. It's about smart sourcing, not just broad sourcing.

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3 Candidate satisfaction

Candidate satisfaction is the degree of satisfaction that candidates have with your sourcing process, from the initial contact to the final outcome. It is a crucial metric that reflects the quality and impact of your candidate experience. A high candidate satisfaction means you are creating a positive impression, building trust and rapport, and delivering value to your candidates. A low candidate satisfaction means you are creating a negative impression, losing credibility and engagement, and risking your reputation. To improve your candidate satisfaction, you can solicit and act on feedback, communicate clearly and consistently, respect and appreciate your candidates, and offer a personalized and humanized experience.

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Richard McNeal

Executive recruiter focused in marketing, eCommerce, and C-Suite search
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Recruiters "ghosting" candidates is a very real thing. And if a recruiter's desk is slammed sometimes candidates may wait long periods for updates or get lost in the pipeline. And often if a client is moving slowly, processes can really drag on for a candidate. The best recruiters, however, practice the following when candidates are in interview stage. - Send company data and interviewer info to the candidates - Schedule 10-15 minute video prep sessions with candidates before interviews - Debrief with candidates after each interview round - If processes are long, set reminders to reach out to candidates in process to "reset the clock" Professionalism and engagement are key pieces to positive candidate experiences.

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Anastazja Radomska

Trying to put Poland on the HFT Map | Building Strong Candidate Relationships | Mum of Four | Co-founder @ The Hire
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Improving candidate experience? Sure, focus on their satisfaction. It's a clear indicator of your process's impact. Essentials: 1. Feedback: It's invaluable. Always use it. 2. Communication: Keep it transparent and consistent. 3. Individual Approach: Show respect and personalize interactions. Get these right, and you’re getting candidate satisfaction in the right direction.

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4 Offer acceptance rate

Offer acceptance rate is the percentage of candidates who accept your job offer out of the total number of candidates who receive it. It is an important metric that indicates the attractiveness and competitiveness of your offer and your employer brand. A high offer acceptance rate means you are making compelling and realistic offers that match your candidates' needs and expectations. A low offer acceptance rate means you are making unappealing or unrealistic offers that fail to convince or retain your candidates. To improve your offer acceptance rate, you can research and benchmark your compensation and benefits, align your offer with your candidates' goals and values, and follow up and negotiate with your candidates.

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Anastazja Radomska

Trying to put Poland on the HFT Map | Building Strong Candidate Relationships | Mum of Four | Co-founder @ The Hire
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Effective closing isn’t just the final step - it's a continuous process from the very first interaction. Get to know your candidates: 1) Their career stage 2) Salary expectations 3) Ongoing processes 4) Competing offers 5) Deadlines You can't achieve a high offer acceptance rate without this insight. My favorite question at different stages: "If we were to extend an offer, how likely would you be to accept it?" This helps in understanding their interest and shaping your offer accordingly.

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5 Quality of hire

Quality of hire is the measure of how well your new hires perform and fit in your organization and your clients' organizations. It is a vital metric that shows the value and outcome of your sourcing process. A high quality of hire means you are hiring the right people for the right roles, who can contribute to your business objectives, client satisfaction, and employee retention. A low quality of hire means you are hiring the wrong people for the wrong roles, who can cause poor performance, client dissatisfaction, and employee turnover. To improve your quality of hire, you can define and assess your hiring criteria, use valid and reliable assessment tools, involve your clients and stakeholders, and monitor and evaluate your hires.

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Radek Smarslik

Your Partner in recruitment processes
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To measure this metric, you have to collaborate with your Hiring Manager/Client. Ask your stakeholder how the new employee performs after 3/6 months. If the person is ready to perform on at least an average level? What went well and wrong? Thanks to the information, you can improve your next recruitment processes. As well, consider using a metric "Employee Lifetime Value".

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6 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?

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What sourcing metrics can you use to improve your candidate experience?

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2

3

4

5

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1 Time to fill

2 Source of hire

3 Candidate satisfaction

4 Offer acceptance rate

5 Quality of hire

6 Here’s what else to consider

Staffing Services

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What sourcing metrics can you use to improve your candidate experience?

1

2

3

4

5

6

1 Time to fill

2 Source of hire

3 Candidate satisfaction

4 Offer acceptance rate

5 Quality of hire

6 Here’s what else to consider

Staffing Services

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