Trends & Insights
5 min read

How to Measure the Success of Talent Acquisition Efforts and Use Data to Continuously Improve the Recruitment Process

Discover key metrics to increase the effectiveness of your talent acquisition efforts and how to use data to improve your processes over time.

Embedded Talent Acquisition

As competition for top talent intensifies, it becomes imperative for employers to measure the effectiveness of their recruitment efforts and make data-driven decisions to improve their processes over time. In this article, we will explore critical metrics and strategies that can help employers measure the success of talent acquisition and utilise data to enhance their recruitment practices.


Measuring talent acquisition success is the time it takes to fill a position. This metric considers the duration from the initial job posting to the final offer acceptance. According to a survey by Glassdoor, the average time-to-fill across industries in the UK is 27.5 days (source: Glassdoor Economic Research).

Quality of Hire

Determining the quality of hire is crucial in evaluating the success of talent acquisition efforts. Key indicators include retention rates, employee performance, and cultural fit. Conducting post-hire assessments and gathering feedback from hiring managers and new employees can provide valuable insights. According to LinkedIn's Global Recruiting Trends report, 56% of talent professionals consider the quality of hire as their most important metric (source: LinkedIn Global Recruiting Trends).

Source Effectiveness

Measuring the effectiveness of different recruitment sources helps employers understand which channels yield the best results. Employers can allocate resources more effectively by tracking the source of hire data, such as job boards, referrals, social media, and career fairs. LinkedIn's report states that employee referrals are the most effective source, resulting in higher-quality hires and lower cost-per-hire (source: LinkedIn Global Recruiting Trends).


The financial impact of talent acquisition is vital for employers. Calculating the cost-per-hire involves considering all expenses related to the recruitment process, such as advertising, agency fees, and candidate assessments. Employers can identify cost-saving opportunities by tracking this metric and optimising their recruitment budget. The Society for Human Resource Management (SHRM) estimates the average cost-per-hire in the UK to be £3,000 to £4,000 (source: SHRM).

Candidate Experience

A positive candidate experience can significantly impact an organisation's reputation and ability to attract top talent. Feedback surveys and interviews with candidates can help measure their satisfaction levels throughout the recruitment process. According to Talent Board's Candidate Experience Report, 83% of candidates who had a positive experience would refer others to apply for a job at the same company (source: Talent Board Candidate Experience Report).

Continuous Improvement through Data

Identifying and establishing key metrics for success is excellent. Still, by using the above data and identifying patterns, employers can gain insights into the effectiveness of their strategies and make data-driven decisions.

Regular Data Review

Recruiters should establish a regular cadence for reviewing recruitment data. This could be monthly, quarterly, or even in real-time, depending on the business needs and the volume of recruitment activities. By consistently reviewing the data, recruiters can identify trends, patterns, and areas that require improvement.

Identify Success Factors

During the data review process, it's essential to identify the factors that contribute to successful talent acquisition. Look for patterns in successful hires, such as familiar sources of hire, specific skill sets, or certain stages in the recruitment process that yield positive outcomes. Understanding these success factors enables recruiters to replicate and enhance those aspects of the recruitment process.

Pinpoint Areas for Improvement

Data analysis also helps identify areas that require improvement. Look for bottlenecks or stages where the recruitment process could be faster or more efficient. If the time-to-fill metric reveals a prolonged hiring process, it might need streamlining or reevaluating steps. By pinpointing these areas, employers can develop strategies to improve efficiency and reduce time-to-fill.

A/B Testing and Experimentation

Data-driven decision-making encourages experimentation and A/B testing. Recruiters can experiment with different recruitment strategies, such as using alternative sourcing channels or implementing new assessment methods. By collecting data on the outcomes of these experiments and comparing them against existing practices, recruiters can identify the most effective approaches and refine their recruitment process accordingly.

Feedback and Collaboration

Data analysis should not occur in isolation. Feedback from hiring managers, candidates, and other stakeholders is invaluable. Engage in regular conversations with hiring managers to gather their insights on the quality of hires and the effectiveness of the recruitment process. Additionally, collecting feedback from candidates about their experience can provide valuable information for improvement. Finally, collaboration between recruitment teams and hiring managers is crucial for effectively aligning recruitment goals and implementing data-driven strategies.

Technology and Automation

Leveraging technology and automation can enhance the data analysis process. For example, recruitment software and applicant tracking systems (ATS) can streamline data collection, aggregation, and reporting. These tools enable recruiters to generate reports on key metrics, visualise data trends, and track the effectiveness of recruitment campaigns. By embracing technology, recruiters can save time, gain deeper insights, and make more informed decisions to improve the recruitment process.

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