You've made the decision to partner with an RPO provider to handle your IT recruitment, smart move. Now you need to make sure they are delivering real results and value. Simply reviewing the number of candidates presented or offers accepted doesn't give you the full picture. You need to dig deeper into the metrics and reporting to gain insight into the quality of hires, the efficiency of the process, and the actual impact on your business. Don't get caught up in vanity metrics - focus on data that truly matters. This guide will walk you through the key metrics you should be tracking to properly evaluate your RPO partnership and ensure you are getting the high-caliber technical talent you need to drive innovation, reduce risk, and gain a competitive advantage. Time to roll up your sleeves and get the data and reporting you deserve.
Key RPO Metrics for IT Recruitment
Finding the right tech talent is challenging, so measuring the success of your RPO provider is key. Here are the metrics that really matter:
Time to hire
The time it takes to fill an open tech role is critical in a competitive market. A good RPO partner should aim for 30-45 days on average. Anything over 60 days could mean they’re struggling to attract or close top candidates.
Source of hire
Know where your RPO firm is finding quality candidates. For tech roles, employee referrals, social professional networks, and niche job sites should make up a large portion. If most hires are coming from large general job boards, that could signal a lack of specialized sourcing.
Offer acceptance rate
A high offer acceptance rate, like 85-95%, means your RPO partner is presenting candidates that are a great match for your roles and company culture. A lower rate could mean poor screening or candidates receiving multiple offers.
Retention rate
For RPO, look at retention of new hires at both the 3- and 6-month marks. Around 85-90% at 6 months is a good target. High turnover early on may point to issues with the selection process or onboarding experience.
Candidate satisfaction
Use surveys to gage how candidates view their experience with your RPO provider. Look for a rating of 8 out of 10 or more in terms of professionalism, communication, and overall satisfaction. Candidate experience has a huge impact on your brand and ability to attract top talent.
Diversity
If increasing diversity is a goal, work with your RPO to track key metrics like percentage of female, minority, and veteran candidates and hires. Hold them accountable to targets and timelines to drive real progress.
Using a data-driven approach, you can gain valuable insight into the effectiveness of your RPO partnership and make sure they’re delivering real results for your tech recruitment needs. Metrics don’t lie, so track them closely!
Unleashing the Power of Data
So now you know what really matters when it comes to reporting on your RPO program for IT recruitment. Forget about just tracking numbers of candidates or time to fill. Focus on metrics that provide real insight into quality of hire and business impact. Follow the lead of innovative companies that are leveraging data and analytics to gain a competitive edge. Work closely with your RPO provider to establish KPIs tailored to your unique needs and goals. By tracking metrics that truly matter, you'll gain valuable intelligence to help optimize your tech recruitment function and make better strategic decisions. The future of work is data-driven, so start now to get ahead of the curve. With the right metrics and reporting in place, you'll be on the fast track to building a world-class IT talent acquisition team.
