Innovation is at the heart of the tech industry - and our recruiting should follow this principle. That's why we're being innovative ourselves at this point. We've taken a look at our top recruiting analytics and thought about how we can further optimise them for (tech) recruiting. Here are five crucial and innovative metrics to help you measure and optimise the success of your recruitment strategies.

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Time to fill after the recruitment phase

Time is a luxury. And in the tech world, time counts twice. Time to Fill is at the top of the list of the most important recruiting analytics KPIs. Time to Hire breaks down the entire recruitment phase a little. But that's not enough - we want to know more. Because it can get tough at different points in the recruitment phase.  By understanding which phases of the recruitment process take the longest, you can make targeted improvements. In the field of software development, for example, this could mean optimising technical interviews or coding tests in order to identify the best candidates more quickly. Reducing the time to hire also means you're fishing them out of the market before the competition. Make your processes leaner. Communicate faster. Understand what the bottlenecks are in the overall recruiting process and streamline it.

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Qualified candidates per enquiry

In this case, the metric Quality of Hire meets Offer Acceptance Rate. This metric shows you how efficient you are - because it provides a deep insight into the effectiveness of your enquiries. A high number of qualified applicants indicates that your enquiries are precisely formulated and may also use the right channels to reach your target group. It also shows you how good your bait is. Are you clear in your statements? Are you attracting the right people?

In the context of software development, this can mean clearly communicating the specific technologies and projects that potential talent will be working on. And therefore attracting those who have a passion and the right skills for those areas.

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Performance of new hires by sourcing channel

Think about your last top hires. Where did you find them? Where did they find you? This metric helps you identify which recruiting channels attract the highest performing technology professionals. Sourcing channel effectiveness meets performance of hire. So this KPI leads you straight to the most fruitful fields. Maybe it's LinkedIn, maybe it's an insider tip. Here you can clearly see which sources are worth their weight in gold. But it goes deeper. It's about reinforcing the paths that lead to the best. Create this KPI, analyse it, tweak your strategy and invest where the success rates speak for themselves. For software developers, this could mean that certain platforms or networks are particularly effective at finding highly qualified talent with the right technical and cultural fits. This allows for a more targeted allocation of the recruiting budget and a stronger focus on the most effective sources.

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Notice of cancellation within three months

Now it's getting serious. This metric is an alarm bell. It shows when something is going wrong, and quickly. High staff turnover in the first few months reveals mismatches between the expectations of new employees and the reality in the company. A quick departure is more than just a lost investment. It is a sign. Maybe the culture doesn't fit. Maybe the expectations were different. You need to take a close look, have conversations and understand exactly what happened. Because either way, you've lost money and time. For software developers, this could mean that the projects, the working environment or the team did not meet expectations. This emphasises the importance of a transparent recruitment process and effective onboarding - you need to ensure that new developers know what to expect and can integrate quickly. And this is where our 2nd metric comes into play: qualified applicants per enquiry.

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Top Talent Quota

Finally, the ultimate metric - the Top Talent Quota. This provides you with an idea of your stars. What makes them special? Is it their creativity? Is it their problem-solving ability? By analysing the characteristics of your most successful technology professionals, you can better align future recruitment strategies. Here you will find samples. They will help you sharpen your search. Make your adverts more precise. Focus on your interviews. When recruiting software developers, this means paying attention not only to technical skills, but also to soft skills, work ethic and the ability to innovate. This allows you to create talent profiles that are once again tailored to the needs of your team, your projects and your company goal.

By focussing on these metrics, you form the backbone of your tech recruiting success. Incorporate these KPIs into your recruiting strategy to ensure you're building a strong, innovative and engaged developer force.

And it doesn't stop there! We can now also focus these KPIs on ourselves, the HR team and recruiters. Take the 1st metric for example, we can make the following out of it:

Performance Recruiter by recruitment phase

Here we measure how quickly or well a recruiter makes progress in a recruitment phase. Here too, our aim is to streamline processes without sacrificing quality. We discover who shines in which phase. Some have a good conversion rate when approaching candidates, others conduct effective interviews. In this way, we also utilise our strengths in a targeted manner. 

The result? Our recruitment processes are not only faster, but also stronger. We build teams that are technically top-notch and a good fit from a human perspective. This is how we drive innovation. Because in the competition for tech talent, the winner is the one who recruits the smartest. And we bet you can already think of new KPIs to be at the forefront.