Step-by-Step Guide to Analyzing ATS Metrics for Better Hiring Decisions

What are ATS Metrics?

ATS metrics, or Applicant Tracking System metrics, are the key performance indicators used to measure the effectiveness and efficiency of an ATS in managing the recruitment process. These metrics act as a window into the world of recruitment success, offering a thorough view of the entire hiring process. By analyzing the metrics, recruiters can gain valuable insights into the overall usefulness of their job postings, the quality of candidates, and the success of their screening and selection processes.

One key reason why ATS metrics are important is that they provide an extensive overview of the entire recruitment process. By tracking metrics, such as time-to-fill, source of hire, and candidate quality, recruiters can identify trouble, areas of improvement, and successful sourcing channels. This data-driven approach enables them to optimize their recruitment strategies, saving time and resources while ensuring they attract and hire the best talent.  

Common KPIs in ATS Metrics

From the source of hire to time-to-fill, common KPIs in ATS Metrics include metrics like candidate conversion rate, application completion rate, and cost-per-hire. These KPIs provide an overlook of your hiring health and help you pinpoint areas that need attention.

Time-to-Fill

Time-to-Fill acts as your hiring process stopwatch, tracking the duration it takes to go from job posting to successfully filling the position. By reducing this time, you can enjoy cost savings and gain a competitive advantage in attracting top-notch talent.

Did you know? 23.8 days is the global average for hiring a new employee.

Time-to-Fill Data

Analyzing your Time-to-Fill data allows you to discover any bottlenecks in your recruitment process, pinpoint areas that can be streamlined, and make sure you don't miss out on top-notch candidates because of lengthy hiring timelines.

Volume of Applicants  

Providing invaluable insights, this metric shows how interested job seekers are in your postings and how effective your recruitment efforts are. Analyzing the number of applications lets you assess your company's appeal to potential candidates and the success of your job advertising strategies. More applications indicate a strong employer brand and effective job advertising, reaching a large audience and attracting qualified individuals.

Source of Applicants  

By tracking the applicant source, you can make informed decisions about where to invest your recruitment resources. Whether it's investing more in job boards, leveraging employee referrals, or enhancing your social media presence, knowing which sources are driving the most qualified candidates allows you to streamline your recruitment strategy. This targeted approach not only saves time and resources but also increases the likelihood of finding the right candidates for your organization.

Candidate Conversion Rates

This crucial metric allows you to measure the success of your hiring process by tracking the percentage of applicants who successfully progress through each stage, starting from the moment they submit their application to the exciting moment they accept a job offer. It serves as a powerful indicator of the effectiveness of your screening and selection procedures in identifying and attracting highly qualified candidates. A high conversion rate signifies that your hiring process is finely tuned and capable of identifying the best talent out there.

Offer Acceptance Rates

The rate at which job offers are accepted is a key indicator of how well your organization can attract and keep top talent. It shows what percentage of job offers are taken up by candidates, giving you important information about how successful your recruitment process is. A high acceptance rate means that your organization is attractive to top candidates and is good at showing the benefits of working with you. On the other hand, a low acceptance rate could mean there are problems with pay, benefits, or the candidate's experience.

Candidate Satisfaction  

By actively seeking feedback from candidates regarding their recruitment journey, organizations can gain valuable insights that can lead to process improvements. Conducting surveys or interviews with candidates allows companies to understand how applicants view their organization, the application process, and the communication they receive throughout the hiring process. This feedback is essential for identifying areas of strength and weakness in the recruitment process.

As per the study, 60% of candidates will quit in the middle of applying for a job online due to a lengthy or overly complex application form.

The key takeaway

As per a report by Zippia, 94% of hiring professionals who use ATS systems report that the software has improved their hiring process.

ATS metrics are not just numbers on a screen; they hold the power to transform the recruitment landscape. By leveraging these metrics effectively, recruiters can optimize their recruitment strategies and achieve unparalleled success in finding the right talent.

Additionally, ATS metrics also helps in identifying potential biases in the hiring process. By analyzing metrics like applicant demographics and diversity ratios, recruiters can assess whether their hiring practices are inclusive and fair. This allows organizations to address any unconscious biases and work towards building a diverse and inclusive workforce.