Recruitment KPIs: The metrics every HR leader should track

30 september 2025

In today’s talent-driven market, attracting the right people is only half the battle. The real question is: how do you know if your recruitment strategy is actually working? Or better yet: where is it falling short? The answer is simple: what gets measured, gets managed. And that starts with the right KPIs.

Why Recruitment KPIs matter more than ever

Relying on gut feeling alone is risky. Without data, you could be wasting budget, time and even losing top candidates to competitors. With the right KPIs in place, you can:

Make smarter decisions backed by facts, not assumptions.
Win stakeholders over by proving exactly why you need more budget or resources.
Benchmark your success against past performance or even the competition.
Measure quality, not just quantity, by tracking how well new hires perform and how long they stay.
Create a candidate experience that shines, strengthening your employer brand.
Maximize ROI by investing only in channels that actually deliver results.

In short: KPIs give you clarity, control, and confidence.

The 5 recruitment KPIs you can’t ignore

1_>
Time to hire

How fast can you move from job posting to signed contract? The quicker your process, the smaller the risk of losing talent to competitors and the less it costs. Track your average and use it to set realistic expectations for hiring managers. Just remember: fast is great but never at the expense of quality.

2_>
Cost per hire

What does it really cost to bring in one new employee? Factor in ads, recruiter time, agency fees and tools. This KPI shows if you’re spending wisely or leaking budget on underperforming channels.

3_>
Source of hire

Which channels deliver your best candidates? Job boards, LinkedIn, referrals, agencies, or your careers site. Knowing the winners helps you double down on what works and cut what doesn’t.

4_>
Quality of hire

Speed is great, but what about staying power? Track performance reviews, manager feedback and retention rates at 3, 6, and 12 months. This long-term KPI reveals whether you’re hiring people who thrive and not just fill a seat.

5_> Candidate experience

Would you want to apply through your process? Candidates remember every interaction. A slow, unclear or impersonal journey can harm your brand, even with people you don’t hire. Use short surveys to gather feedback and make sure every candidate walks away with a positive impression.

Final Thoughts: Start measuring, start improving

In a hyper-competitive talent market, recruitment KPIs aren’t “nice to have”, they’re essential. They help you spot opportunities, maximize ROI and continuously improve. The best part? You don’t need to track dozens of numbers. Start small: focus on these five KPIs, and build from there. Because in recruitment, the companies that measure smarter, hire smarter.

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