Key Recruitment Metrics

XpertHR has published a survey analysis presenting the key recruitment metrics for the past year. Here are the highlights.

Cost per hire & time to hire

Cost per hire is the sum total of all costs incurred during the recruitment process. These can include anything from advertising fees, agency costs or even candidate expenses. The survey reveals the following median costs per hire:

For a director: £10,000

For a manager: £3,500

For other staff: £1,000

The survey highlights that the cost of hiring is increasing. However, on the whole, recruiters seem satisfied with the cost effectiveness of gaining superior human resources.

The time to hire refers to the period between a vacancy becoming available until the time the successful candidate begins work. The survey reveals the following median time to hire:

For a director: 18 weeks

For a manager: 19 weeks

For other staff: 10 weeks

Despite the median times to hire being lesser than those recorded in the 2014 survey, almost a third of respondents still expressed dissatisfaction with the process.

Competition for Superior Candidates

One of the side effects of a low unemployment rate is that employers no longer have such a vast pool of potential candidates to choose from.

Despite many sectors facing skills shortages, as per the graph below, recruiters are now having to work harder to pull in top-level talent. The number one issue in recruitment this year has been cited as the poor quality of applicants.

                                                      Skills shortages in different functions over the last 12 months

Skills shortage

n = 188.
Source: XpertHR

Attracting Candidates

The recruitment survey 2015 also highlights the shift from traditional advertising towards online platforms.


n = 188.
Source: XpertHR

Most effective recruitment methods

According to the survey, the four most effective recruitment methods are as follows:

– Employment agencies

– Online job adverts

– Internal applicants

  • Employee referral scheme

Interestingly, this differs in the public sector. In this sector, top methods are cited as both internal applicants and the posting of advertisements on the organisation’s website.

Line Manager Involvement

More than half of the survey respondents hand the main responsibility of recruitment to line managers. Nearly all offer some form of training to line managers to help them manage the recruitment process effectively. The support most commonly given is:

  • Advice from HR
  • Interview skills training
  • General management training, including recruitment & selection
  • Training in equal opportunities/diversity in recruitment

However line managers are rarely left on their own for the recruitment process and are often supported by HR or senior managers.

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