How We Used the Qualified Candidates KPI to Improve Recruiting Results
Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.
It’s probably not a big surprise that at Greenhouse, we spend a lot of time thinking about our recruiting process. We’re often questioning how we can measure our success and identify areas for improvement. And once we’ve done those things, we look for ways to turn that knowledge into action.
Our recruiting Key Performance Indicators (KPIs) are a huge part of all that consideration and discussion. In previous posts, our Director of Talent Acquisition Lauren Ryan outlined the five KPIs our recruiting team uses: qualified candidates per opening, candidate survey results, days to offer, offer acceptance rate, and hires to goal.
Now, we’d like to give you a glimpse into what this looks like in action by sharing a case study from Greenhouse. Keep reading to learn how we used data to improve our recruiting process and experience some significant wins.Read more