How Do You Determine the Return on Investment in Recruitment?

Evaluating the efficacy of recruitment efforts and measuring the return on investment (ROI) hinges on the analysis of several metrics. Key performance indicators (KPIs) are vital in gauging the effectiveness of recruitment methods, such as cost per hire, time to hire, and quality of hire. These KPIs help in determining the ROI of a recruitment campaign. Ongoing success of recruitment drives can be tracked by examining the percentage of successful hires that remain with the organisation over a specified period of time. Utilising these metrics will allow employers to understand the efficiency of their recruitment efforts better.

Looking for answers to the above concerns? Dive in.

What is the method to calculate ROI for recruitment?

Return on Investment (ROI) is a performance metric used in Human Resource Management to evaluate a potential recruit’s ability to boost overall financial success. It is calculated by determining the variance between an employee’s value to a business and the costs incurred to procure and retain them. Comprehensively evaluating ROI aids businesses in making informed hiring decisions and assessing the value of recruitment investments.

Determining Return on Investment (ROI): What is the process in recruitment?

Calculating the return on investment (ROI) in recruitment involves dividing the total monetary value of an employee’s contribution to the company by the cost of hiring and retaining them. This calculation can be expressed as either a percentage or a ratio, providing insight into the efficiency and effectiveness of a company’s recruitment process.

How can you determine if your recruitment efforts are yielding results?

  1. What is the percentage of employees that leave within the first year?

    A new employee typically requires time to reach peak productivity. If they leave the firm within the first year of employment, this is considered first-year attrition.

    When a member of staff remains in your company for less than a year, you are not able to recover the expenses incurred during their recruitment process. This could negatively impact your bottom line when new recruits are hired.

    Employees are more likely to leave within their first year of employment if their expectations do not match the job responsibilities that come with the position. Also, hiring someone who is unsuited for the role may result in unsatisfactory performance. It is critical to be clear about company expectations and to provide everything the employee needs for success in the role.
  2. Examine the Offer Acceptance Rate

    The Offer Acceptance Rate (OAR) represents the number of applicants who accept positions offered by your company.

    When an applicant completes the entire recruitment process, including interviews, exams, and other evaluations, but decides not to accept the position offered by the company, it results in a significant waste of time and resources. This not only reduces the Overall Acceptance Rate (OAR), but also increases operating costs.

    The overall acceptance rate (OAR) of a company’s recruiters can serve as a reflection of their expertise. A low OAR might indicate substandard performance, as it implies that recruiters are unable to effectively understand a candidate’s motivations, requirements, and primary concerns before making a job offer. Thus, the OAR is an indicator of the recruiters’ competency.
  3. Assess the Application Completion Rate (ACR)

    According to a recent survey, over 60% of respondents do not complete their applications because they are excessively long or uninspiring or complicated.

    The number of individuals applying for vacancies within our company is a Key Performance Indicator (KPI) that should be closely monitored. This KPI assesses the percentage of applicants who initiate the application process and complete it before submitting it for review. Tracking this metric over time allows us to gain insights into the efficacy of our recruitment strategy.

    Hiring managers may benefit from measuring ACR by analyzing career page and job board statistics.
  4. Assessing the potential of potential hires is vital.

    This key performance indicator is crucial for determining the potential success of a new hire.

    It is important to evaluate the impact of a new hire on the long-term success and worth of the organisation. As measuring factors like job performance and cultural fit in numerical ways is difficult, this assessment relies heavily on the unique individual and organisation.

    The percentage quality of a new hire can be calculated using this formula: Quality of Hire (in %) = (Indicator (in %) + Indicator (in %) / Number of Indicators.
  5. Consider the Time to Hire (TTH)

    Measuring the period from when a candidate enters the recruitment process to when they accept a job offer is a key performance indicator that reflects the amount of time and resources invested in the recruitment process. Thus, this metric is a critical component of the hiring process.

    Calculating the duration of the hiring process necessitates considering the date the position was originally advertised as well. Starting with Day 1, count backward from the date the candidate accepted the job offer and subtract the time it took for the candidate to navigate the recruitment pipeline.

    For instance, a candidate for the advertised role submitted their application five days after the job listing went live. The candidate accepted a job offer after another fifteen days. This demonstrates that the hiring process for the candidate took fifteen days.

    Hiring timeframe = date applicant accepted offer – date candidate entered pipeline.
  6. Estimating the Cost per Hire (CPH) is Crucial to Hiring Process

    The cost per hire indicates the average expenses an organisation incurs to fill a vacant position.

    This financial performance indicator aids in establishing a realistic budget for hiring and evaluating the effectiveness of previous expenditures. Utilising recruitment software can be beneficial in lowering costs related to search firms and external recruiters, as illustrated by the cost per hire.

    The American National Standards Institute and the Society for Human Resource Management have developed a method for calculating the average cost of a new employee. To do so, calculate the total costs spent on both internal and external advertising and divide that sum by the number of people employed.

    Cost per Hire (CPH) = (Total Recruiting Expenses Including Advertising) / Total Number of People Hired

    Here’s an example that should help you understand how to determine the return on investment in your recruitment efforts:
    • Over the next 12 months, XYZ Company intends to recruit 100 individuals, offering each one a salary of $100,000. This represents an investment exceeding $10 million in total.
    • Assuming that each of the 100 individuals contributes $240,000, the total variable profit contribution amounts to $24,000,000.
    • If an extra 100 employees were hired and productivity increased by 20%, this would lead to an annual profit gain of $4.8 million. Moreover, this would produce an extra $20 million in variable profit over the next four years.
    • As per reports, recruiting 100 A-players costs approximately $3 million. This sum encompasses a $2 million salary increase over a four-year period, expenses for four new recruiters in the first year, four extra LinkedIn Recruiter licences for a year, and the cost of training recruiters and hiring managers to implement performance-based recruitment efficiently.
    • If you make a $3 million investment and generate $20 million in profit over four years, your return on investment (ROI) will exceed 600 percent, with a payback period of three months.

The Ultimate Significance of This

While not everyone is a math enthusiast, Mathematics can be an enjoyable exercise. If you wish to streamline your recruitment process, consider utilising modern recruitment tools such as Arya by LeoForce, SelectHub, Workable, Trakstar Hire, Bamboo HR, iCIMS, JobVite, JobAdder, and BullHorn. These resources offer a convenient alternative to performing calculations to assess recruitment return on investment, which would require using complex mathematical formulae.

If you’re seeking an experienced software development team to deliver high-standard projects, Works is the perfect choice for you. We offer access to an unparalleled array of over 1.2 million highly-skilled engineers, all of whom possess exceptional technical and communication abilities. Our top 1% of engineers are certain to meet your specific needs and expectations, ensuring that you receive an excellent outcome. Get in touch with us today to find out more about how we can assist you with your software development requirements.


  1. How to Calculate Recruitment Success Percentage:

    To calculate the success rate of a company, divide the number of productive recruits by the total number of hires. A high success rate implies that the majority of employees are meeting or surpassing expectations, while a low rate suggests that hiring managers need to be more careful in their selection process.
  2. What Metrics are Utilised to Assess the Ability to Attract New Hires?

    When determining the success of recruitment, key performance indicators (KPIs) to consider include:
    • The retention rates tend to decrease during the initial year.
    • Offer Acceptance
    • Success Ratio of Applications
    • Qualifications of Prospective Hires
    • It’s time to bring in new employees.
    • Costs related to Each New Hire
    • Applicant’s Expertise

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