“If you don't measure, you can't improve.” This adage has never been more relevant in the field of recruitment. In 2025, faced with an exacerbated war for talent and evolving expectations from candidates, companies must absolutely monitor key performance indicators (KPIs) to optimize their hiring process.
Far from being simple numbers, these KPIs make it possible to answer essential questions:
A study of LinkedIn Talent Solutions Show that 77% of recruiters consider that the optimization of HR KPIs has become a strategic priority to improve their efficiency.
In this article, we detail The 5 essential KPIs to be followed in 2025 to improve your performance and guarantee an optimized candidate experience.
One of the first indicators to watch out for is the conversion rate between the various stages of recruitment. It allows you to identify when candidates leave the process and to adjust your strategy.
How do you calculate it?
Number of candidates hired/Number of applications received x 100
According to Glassdoor, companies with an optimized recruitment process see a 30% increase the conversion rate of qualified applications.
The Time to Hire (time between the first interaction with a candidate and their hiring) and the Time to Fill (total time to fill a position) are crucial for measuring the effectiveness of recruitment.
Why is it important?
✔ Hiring too long leads to the loss of top talent in favor of more responsive companies.
✔ It generates an overload of work for the teams while waiting for the new collaborator.
✔ It has a direct impact on productivity and operational costs.
Attracting a lot of candidates is good. Attract The good ones, it's better. This KPI makes it possible to know if the candidates who apply really match the needs of the position.
How to assess it?
✔% of candidates who pass the first stage of recruitment.
✔ Matching score (offered by some ATS like Jobloom).
✔ Retention rate at 6 months: if a new employee leaves their position in less than 6 months, this may reveal a problem of alignment between the mission and the expectations of the candidate.
Effective recruitment should be profitable. The Cost per Hire Measure the investment required for each hire.
Calculation:
Total cost of recruitment/Number of hires
Include in your calculation:
✔ Ad publishing costs.
✔ Costs of HR tools (ATS, job boards).
✔ Time spent by recruiters.
✔ Training and integration costs.
👉 Also to read: How Huggys multiplied its candidate conversion rate in hospitality by 12, a concrete example of recruitment transformation thanks to KPIs, digitalization and better application management.
Recruiting does not end with hiring. A good performance indicator is the satisfaction of candidates and managers.
How do you measure it?
✔ Post-recruitment satisfaction questionnaires.
✔ Feedback after 3 months on the integration of the new employee.
✔ NPS (Net Promoter Score) score to measure overall satisfaction.
Follow these 5 strategic KPIs will allow you to improve the efficiency of your recruitment, attract the right talent and optimize your costs.
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