7 Technical Metrics to Measure Your IT Recruitment Success

Categories: Advice for HR Professionals, Advice for Start-ups and Entrepreneurs, IT Recruitment Advice, Recruitment Advice, Trends and Learning

7 Technical Metrics to Measure Your IT Recruitment Success

The key to efficient human resource management is to follow a strategic process when it comes to hiring new employees. The metrics used for recruitment in specific industries vary greatly, and it all depends on the kind of enterprise and innovation needed for the company’s long-term objectives.

For HR professionals, information technology positions require an inventive type of assessment because the technical standards needed for this industry are quite complex. Finding the best employee who’s suitable for IT positions means reviewing and evaluating the person who has sufficient mastery of programming, knowledge of data analysis techniques, and impressive skills in software development, hardware maintenance, and problem-solving. 

Since you are looking for highly trainable employees, HR professionals must have a knack for analyzing whether or not the person has a basic understanding of the abovementioned technical skills. What’s more, you must look for employees who are aware of their strengths and weaknesses, can work well under pressure, and can self-correct when they receive criticism.

That being said, it’s important that the IT recruitment process itself is based on effective technical metrics for the hiring process to run smoothly. The technical aspect of the job must go hand-in-hand with the company’s vision and mission. To do that, there are several things you must keep in mind. In this article, learn these criteria you must consider so you can accurately assess the success of your IT recruitment. 

The Recruitment Process: Key Performance Indicators

1. Efficiency; or the number of applicants per hire

While evaluating a large number of applications means that there are more chances of striking gold, HR recruiters should not spend precious time on unqualified applications. This means that the number of interviews per position should be maximized to ensure efficiency. 

Begin by analyzing your performance record in the last six months. Study the number of interviews you conducted and completed before you settled on hiring a developer or programmer. Understanding your recruitment process will help you create a strategy over how you will properly distribute your phone interviews, in-person interviews, and administrative tasks. 

Make sure that your hiring managers and tech recruiters are on the same page about the kind of applicants they’re looking to hire.

2. Number of days before accepting or rejecting the offer

When you find a programmer or developer you want to hire, it’s always a smart move to consider the number of days before they accept the offer. This is particularly helpful when the developer is not part of the open market yet, but you’ve already struck a deal. 

This metric also requires you to count the number of days in which the applicant sent their application and the day they accepted or rejected your job offer. This can help you keep track of the kind of milestones accomplished in the recruitment period.

3. The time it took for every step of the process is completed

The time it took for you to recruit candidates is important. The demand for developers and programmers is high, and most aspirants can be considered as passive candidates. These factors can be taken into account when it comes to understanding the time-to-fill. 

Doing this requires the monitoring of the time it took for every part of the recruitment process to be completed. Check whether the sourcing part took the longest time, or whether it was the interview part that took the most time. After evaluating these factors, you can then create a plan to improve your time-to-fill.

4. Source of your applicants

Most aspiring developers do not use the usual job-hunting websites, dislike phone interviews, and receive a high volume of spam. What should change in your recruitment process to make the sourcing part more efficient and innovative? Look at the trends in your sourcing process.  Chances are, most of your hires come from referrals or tech-specific websites and job boards. 

Make sure to take note of which channels are giving you the most applicants and which are providing you with the highest application-to-hiring ratio.

In line with this, online and offline communities can be a viable option as sources of applicants. Companies like Google are thinking of out-of-the-box strategies to find qualified candidates. In an article published on Hustle, a developer shared how he was simply searching coding terms and an exam from Google appeared. Eventually, he was hired and started working for the tech giant.

You can begin with online communities such as Quora or Reddit. As a start, you can target those people who has the “best answer” under a query. Another example, you can insert recruitment videos alongside a related video to your company on YouTube. On the other hand, if you are a music streaming company like Spotify, you can create a playlist with the title “Join a band?” and list the job description using song titles. Sometimes your own platform can give you the top applicants you are looking for.

5. Feedback from applicants 

Websites such as Glassdoor contain reviews from applicants regarding their experiences during the recruitment process. This should give you a clear idea of how applicants conduct themselves during interviews and how you can present the position to potential candidates.

You can also send out surveys to both applicants and those who were recently hired. When you receive the feedback, check what you can change, test it, and see if there are any improvements. You can take note of the positive, negative, and neutral feedback and make adjustments accordingly.

6. Resignations and involuntary turnovers in the last six months

Combining the resignation and involuntary turnover metrics can tell you whether or not you are recruiting the right people. If you think that too many people resigned in the last 90 days, it means there is no return on the money you invested in training applicants. It also means that there is a significant mismatch within the company.

7. Similar qualities between aspiring developers and top-performing employees

Lastly, you can compare the traits and records of aspiring developers to that of the top-performing employees in your company. Chances are, there are several similarities between them, which will allow you to uncover the type of candidates who are worth your time. However, because there is no one-size-fits-all when it comes to top talent, it’s wise to update this metric regularly.

Measurable IT Recruitment

All of the metrics mentioned in this article are scientific and systematic steps that can help you find the right candidates for your company. It’s always wise to look at past data, analyze why things happened the way they did, and create a strategy to improve the recruitment process. This way, you’ll know for sure that you will arrive at successful recruitment.