SHRM Talent Acquisition Questions
And Answers
Applicants Per Opening
Gauges the job's popularity. A large number of applicants could indicate high demand
for jobs in that particular area, or a job description that's too broad.
# of Submitted Applicants / Per Opening
Applicants Per Opening Formula
Application Completion Rate
Tracking this rate helps hiring managers optimize their recruitment process. Finding the
right talent is a difficult task, therefore they need to make sure there are not
unnecessary drop-offs.
# of Submitted Applicants / Total # of Candidates Who Started an Application
Application Completion Rate Formula
Candidate Experience
The candidates impression of the overall recruitment process, from the moment the
candidate peruses your website for available jobs, to completing the application, to
interviewing, and finally to receiving the job offer.
To gather this data, you will need to obtain the information from the candidates. This
can be done via a survey. By tracking surveys, you will be able to see the positives and
negatives with your recruiting process from the candidate perspective.
App Abandonment Rate% = # of Candidates that Quit the App Process /# of
Candidates that began Filling Out the App x 100
Candidate Experience Formula
Candidate Job Satisfaction
An excellent way to track whether the expectations set during the recruiting process
match reality. A low candidate job satisfaction rate highlights a mismanagement of
expectations or incomplete job descriptions. A realistic job preview can work to prevent
misconceptions about the job.
This, like the applicant experience, can be measured by surveys presented to the new
employee.
1. Calculate the total # of candidates polled (1,000)
2. Count the Total # of positive responses (200)
3. Divide the # of positive responses by the total # of candidates (0.02)
4. Multiply the quotient by 100 = 20%
Candidate Job Satisfaction Formula
Cost per Hire
Total cost invested in hiring divided by the number of hires. This normally includes
advertising costs, recruiting agency fees, candidate expenses (on-boarding time),
training costs, etc. By quantifying all the categories, you can then calculate the total
recruitment cost.
, Total Internal Cost + Total External Cost (Total Recruitment Cost) / Total # of
Hires
Cost per Hire Formula
First Year Attrition
Track the total # of new EE who stayed with your organization for a year, from the total
# of EE you had when that period began. Measuring first year attrition provides insight
into whether or not you are meeting the candidate's expectations or perception of the
job, versus the reality of it. The rate also provides an indication of whether or not you
need to find out why the perception versus the reality differ and implement a fix to the
issues.
(Total # of EE who left / Total EE at Start of Period) x 100
First Year Attrition Formula
Hiring Manager Satisfaction
Recruiting metric that in indicative of successful recruiting metrics. When the hiring
manager is satisfied with the new candidate, the candidate is likely to perform well, and
become a true team member. In other words, the candidate is more likely to be
identified as a successful hire for the manager
You can use a tool like Survey Monkey. Data from leading or closed satisfaction
questions and ranking questions can also help identify what is working, and what needs
improvement.
Offer Acceptance Rate
Tracks how many of the offers you extend to candidates are accepted, and normally is
tracked after the application and interview processes have been completed.
When candidates do not accept the offer, it can be very frustrating for the team, as they
have worked tirelessly to move the candidate through the recruitment process. Tracking
the rates over time will allow you to see how effective your recruitment strategies are in
your organization.
(# of Acceptances / # of Offers) x 100
Offer Acceptance Rate Formula
Percentage of Open Positions
This % compared to the total # of positions can be applied to specific departments or to
the entire organization. A high percentage can be indicative of high demand (for
example due to fast growth) or low labor market supply.
# of open positions / total # of open positions in the organization
Percentage of Open Positions Formula
Qualified Candidates Per Hire
TA metrics measure past the recruitment process. Tracking how new hires perform is
also important. First, you have to decide on the job indicators and give each a score.
Examples are (1) job performance and (2) cultural fit. The metric formula with the above
two indicators tells you about the overall quality of hires, but can also tell you whether
an EE is not a good fit based upon low performance standards or lack of being a good
cultural fit.
Qualified Candidates Per Hire Formula
Job Indicator 1 + 2 / Total # of Job Quality Indicators
And Answers
Applicants Per Opening
Gauges the job's popularity. A large number of applicants could indicate high demand
for jobs in that particular area, or a job description that's too broad.
# of Submitted Applicants / Per Opening
Applicants Per Opening Formula
Application Completion Rate
Tracking this rate helps hiring managers optimize their recruitment process. Finding the
right talent is a difficult task, therefore they need to make sure there are not
unnecessary drop-offs.
# of Submitted Applicants / Total # of Candidates Who Started an Application
Application Completion Rate Formula
Candidate Experience
The candidates impression of the overall recruitment process, from the moment the
candidate peruses your website for available jobs, to completing the application, to
interviewing, and finally to receiving the job offer.
To gather this data, you will need to obtain the information from the candidates. This
can be done via a survey. By tracking surveys, you will be able to see the positives and
negatives with your recruiting process from the candidate perspective.
App Abandonment Rate% = # of Candidates that Quit the App Process /# of
Candidates that began Filling Out the App x 100
Candidate Experience Formula
Candidate Job Satisfaction
An excellent way to track whether the expectations set during the recruiting process
match reality. A low candidate job satisfaction rate highlights a mismanagement of
expectations or incomplete job descriptions. A realistic job preview can work to prevent
misconceptions about the job.
This, like the applicant experience, can be measured by surveys presented to the new
employee.
1. Calculate the total # of candidates polled (1,000)
2. Count the Total # of positive responses (200)
3. Divide the # of positive responses by the total # of candidates (0.02)
4. Multiply the quotient by 100 = 20%
Candidate Job Satisfaction Formula
Cost per Hire
Total cost invested in hiring divided by the number of hires. This normally includes
advertising costs, recruiting agency fees, candidate expenses (on-boarding time),
training costs, etc. By quantifying all the categories, you can then calculate the total
recruitment cost.
, Total Internal Cost + Total External Cost (Total Recruitment Cost) / Total # of
Hires
Cost per Hire Formula
First Year Attrition
Track the total # of new EE who stayed with your organization for a year, from the total
# of EE you had when that period began. Measuring first year attrition provides insight
into whether or not you are meeting the candidate's expectations or perception of the
job, versus the reality of it. The rate also provides an indication of whether or not you
need to find out why the perception versus the reality differ and implement a fix to the
issues.
(Total # of EE who left / Total EE at Start of Period) x 100
First Year Attrition Formula
Hiring Manager Satisfaction
Recruiting metric that in indicative of successful recruiting metrics. When the hiring
manager is satisfied with the new candidate, the candidate is likely to perform well, and
become a true team member. In other words, the candidate is more likely to be
identified as a successful hire for the manager
You can use a tool like Survey Monkey. Data from leading or closed satisfaction
questions and ranking questions can also help identify what is working, and what needs
improvement.
Offer Acceptance Rate
Tracks how many of the offers you extend to candidates are accepted, and normally is
tracked after the application and interview processes have been completed.
When candidates do not accept the offer, it can be very frustrating for the team, as they
have worked tirelessly to move the candidate through the recruitment process. Tracking
the rates over time will allow you to see how effective your recruitment strategies are in
your organization.
(# of Acceptances / # of Offers) x 100
Offer Acceptance Rate Formula
Percentage of Open Positions
This % compared to the total # of positions can be applied to specific departments or to
the entire organization. A high percentage can be indicative of high demand (for
example due to fast growth) or low labor market supply.
# of open positions / total # of open positions in the organization
Percentage of Open Positions Formula
Qualified Candidates Per Hire
TA metrics measure past the recruitment process. Tracking how new hires perform is
also important. First, you have to decide on the job indicators and give each a score.
Examples are (1) job performance and (2) cultural fit. The metric formula with the above
two indicators tells you about the overall quality of hires, but can also tell you whether
an EE is not a good fit based upon low performance standards or lack of being a good
cultural fit.
Qualified Candidates Per Hire Formula
Job Indicator 1 + 2 / Total # of Job Quality Indicators
