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Best Practice: Utilize a balanced scorecard to assess recruiting performance


The performance of the recruiting function will impact many parts of the organization. Take into consideration these broad impacts by developing a balanced set of metrics to measure the success of a recruiter. Metrics can be developed by considering the various stakeholders impacted across the organization.  Stakeholders should include: hiring managers, interviewers, candidates & new hires, other recruiters, and other HR team members.  Recognize & reward recruiters based on the scorecard.


  • Aligns recruiting activities with organizational needs
  • Increases the quality of new hires
  • Reduces cost per hire
  • Reduces time to hire

Implementation Considerations

  • Consider the market conditions when evaluating a recruiter’s performance via the scorecard.  For example, a recruiter may be responsible for senior executive level positions, where the cost per hire & time to hire is significantly higher than for junior level jobs.  If these market conditions are not taken into account, some recruiters may be unfairly rewarded.
  • For larger organizations, the capturing of these metrics would need to be enabled through technology.  If certain desired metrics cannot be easily obtained, consider using suitable proxies.


  • Number of positions filled
  • Recruiting cost per hire’s compensation
  • Time to hire vs. Contracted time to hire
  • Customer satisfaction survey results
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