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Discover solutions to build, retain, and scale your workforce with the iCIMS Talent Cloud.
Learn moreCreate incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
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Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreDiscover solutions to build, retain, and scale your workforce with the iCIMS Talent Cloud.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
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Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesRecruit in the modern world and expand your reach with built-in virtual interviewing.
Learn more Talk to SalesFocus on qualifying candidates faster with fully integrated language assessments.
Learn more Talk to SalesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesCompliment your sourcing and engagement efforts with sophisticated lead scoring and advanced campaign personalization.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGive your business a competitive edge with a complete solution for creating personalized, timely, and accurate digital offer letters that inspire candidates to want to join your team.
Learn more Talk to SalesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet a complete picture of all your candidates and enable conversations with context through a single, unified, and dynamic profile.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesGet a complete picture of all your candidates and enable conversations with context through a single, unified, and dynamic profile.
Learn more Talk to salesThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreThe iCIMS Talent Cloud delivers a secure, agile, and compliant platform designed to empower talent teams, job seekers, and partners with advanced data protection and privacy.
Learn moreHow the American Heart Association's innovative hiring approach creates a healthier world.
Learn moreCheck out this month's featured partner, Accurate, on the iCIMS Marketplace.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreIncreased productivity, smarter data usage, and empowered hiring teams–that’s the power of the partnership between Ceridian Dayforce and the iCIMS Talent Cloud.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreLearn how we translate our data into actionable insights for our customers.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn moreSee what today’s top analysts and researchers say about the iCIMS Talent Cloud platform.
Learn moreWatch the recording of our latest webinar looking at key findings from a recent study and explore short-term and long-term solutions for the talent crisis in 2022 and beyond.
Watch on-demandView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
We believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreIf you work in HR or talent, you can probably recite recruiting KPIs by heart. Candidate source, time to hire, offer acceptance rate, and so on.
These common KPIs allow recruiting teams to measure the general efficiency of their function. Still, they may lack the nuance and insight required to help TA leaders make strategic decisions across the entire talent lifecycle.
Ultimately, key performance indicators are more than just a number. They should help you evaluate a strategy’s efficacy and make decisions that lead to better business outcomes.
Below, you’ll find four “dig deeper KPIs” to measure each stage of the talent lifecycle.
To get four more KPIs and their formulas, download the infographic 8 KPIs to influence your strategic talent decisions.
In the attract stage, common KPIs help you determine which channels most efficiently lead job seekers to your job postings. This can benefit your TA strategy by narrowing your focus to the channels where potential candidates spend the most time. For example, do you reach more job seekers through third-party sites like LinkedIn and Glassdoor or owned channels, like career sites and text campaigns?
Once you understand the channels that are most likely to attract candidates, you can further analyze your strategy by measuring the cost-effectiveness of each channel.
CPQA determines the total spend required to attract one quality applicant.
To measure, you’ll need to define what makes a “quality applicant.” Is it all candidates that make it past the phone screen or only those that receive a particular score in your ATS?
Once you’ve created that definition, you’ll need to do some math. Let’s say you spent $1,000 on LinkedIn to promote a Sr. Software Engineer position. You received 200 applicants, of which 20 met your definition for quality. To find CPQA, use this formula:
$1,000 spend / 20 quality applicants = $50 cost per quality applicant
To use this as a key performance indicator, determine the average CPQA for specific roles. For example, if the average CPQA for a Sr. Software Engineer is $50, but last quarter’s average was $200, that can be a great indicator that your message or delivery is not working to attract candidates for that role.
Additionally, cost per quality applicant may vary based on the channel. So, while a third-party job site may bring in the greatest number of candidates, it may be the most expensive CPQA. This insight helps you to adjust your strategy and focus on the channels that may not attract as many candidates but attract the best quality candidates at the lowest average cost.
Common KPIs in the engage stage can reveal insight into candidate experience and response rates. This helps measure how well new candidates engage with your recruiters. But how do you measure engagement from your existing talent network?
To determine whether recruiters take advantage of existing candidates in your talent acquisition software, measure the number of CRM searches conducted by your active recruiters. Here’s an example:
300 CRM searches in the last 30 days / 15 active recruiters in the last 30 days = 20 average monthly CRM searches per active recruiter
This key performance indicator helps you make strategic decisions by shifting the focus from candidate response to recruiter engagement. You can’t control how often a candidate engages with your company, but you can set strategic goals for how often recruiters search for and engage with your existing talent network.
If benchmarks aren’t met, ask your teams what challenges they experience when searching through the database. Is the user experience tough to navigate? Are the leads low-quality? Answers to these questions can highlight specific areas of improvement that you can incorporate into your TA strategy.
Many common KPIs measure activity in the hiring stage of the talent lifecycle. Time to hire, cost per hire, quality of hire — the list goes on. These metrics often center on the candidate but may lack insight into the resources required from other important stakeholders.
This metric can help talent leaders identify the average number of interviews required to make a hiring decision for a specific role. Let’s say you have an opening for a Front Desk Administrator and three quality candidates. Each one requires three interviews, for a total of nine interviews, but you only hire one person to fill the role.
9 interviews / 1 hire = 9 interviews per hiring decision
The benchmark may vary based on the type of role. While you only need to interview a Front Desk administrator nine times on average to make a decision, a highly specialized role, like a Cyber Security Specialist, may require a much larger time investment.
When you can forecast the number of interviews required to fill a role, you can also identify tools that support a more efficient process for hiring managers.
Talent assessments can integrate seamlessly with your talent acquisition software to qualify candidates without additional face-time required from the hiring manager. This can lead to increased efficiency without compromising on candidate quality.
Internal mobility metrics often focus on employee attrition, like turnover. These metrics have their place, but they do not indicate how well your company retains employees, just how well you lose them. Dig deeper with a career path ratio to gain a more holistic view of your internal mobility activity.
A career path ratio highlights the ratio of vertical promotions compared to lateral moves.
10 promotions / (40 transfers + 10 promotions) = 0.2 career path ratio
Numbers above or below your benchmark can help inform strategic decisions about career path planning. If your ratio is too high, that could indicate that your company is handing out too many promotions.
If your ratio is low, and the only internal mobility is due to transfers, that could indicate “talent hoarding”. This happens when managers discourage promotions because they want to keep top talent on their teams.
Talent acquisition KPIs go beyond recruiter performance to influence strategic decisions that attract, engage, hire, and advance the right talent.
Download the infographic 8 KPIs to influence your strategic talent decisions, to get four more KPIs and their formulas.