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Hiring Metrics: What to Measure and Why for Better Results

Hiring Metrics: What to Measure and Why for Better Results

Product Code: YRWA121819A

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Hiring Metrics: What to Measure and Why for Better Results

Live Webinar: Wednesday, December 18, 2019

2:00 p.m. to 3:00 p.m. Eastern / 11:00 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn the most important hiring metrics to measure and why and get practical tips on how to refine and streamline your recruiting process based on your data.


Understanding what to measure in your hiring metrics—and why it matters—can help you streamline your process and save money in the long run. You want to be able to evaluate how new-hire decisions impact long-term retention since the costs of hiring and replacing employees can negatively counteract healthy hiring numbers.

And there are other metrics to consider, too. For instance: Where are you getting the most qualified candidates from? Analyzing whether qualified leads are coming in through advertising, websites, or social media can help you determine where to put your recruiting energies.

Also, how many qualified candidates do you have to interview before you find the right one? And, how much time does it take between making an offer and the candidate accepting and signing on? If your process takes too long, your competition might swoop in and steal that talent.

Join us on December 18 when hiring metrics expert Jason Roberts will deliver a practical roadmap on the hiring metrics to measure and why. He’ll provide actionable insights into how to make use of your organization’s data to refine and streamline your hiring process for better candidate experience, a better quality of hires, and better retention overall.

You’ll learn how to:

  • Identify the most important hiring metrics you should be focusing on
  • Look for candidates in all the right places so you can stop wasting time with unqualified, uninterested, or unavailable talent
  • Save time (and money) by determining the number of candidates to call in for a first or second interview
  • Streamline your time-to-fill process so that you can save money and also not lose the top talent to another firm
  • Identify patterns that support the notion that your offer and acceptance process is too long or is otherwise negatively impacting your ability to hire quality talent
  • And much more!

About Your Presenters

Jason Roberts