Recruitment KPIs & Metrics: Measure & Improve Hiring

The Recruitment Measurement Problem: Flying Blind

A CFO of a RM 200M company asks the hiring manager: “How much are we spending per hire?”

Hiring manager: “Umm… I’m not sure. Maybe RM 30K? Or RM 50K?”

CFO: “And how long does it take on average?”

Hiring manager: “About 2-3 months? Could be 6 weeks for some roles.”

CFO: “How many candidates make it through each stage?”

Hiring manager: “I don’t really track that.”

This is normal. Most companies don’t measure recruitment.

They hire, people come on board, and they move on. Zero visibility into:

• Cost per hire
• Quality of hire
• Time wasted on bad hiring processes
• Where candidates drop off
• Why people decline offers

This article changes that.

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Why Recruitment Metrics Matter

The Business Case: What Bad Metrics Cost You

Scenario: Company hiring 50 people/year

Without metrics (flying blind):

• Average cost-per-hire: Unknown (probably RM 50K-80K)
• Bad hire rate: 15-20% (typical)
• Annual recruiting spend: RM 2.5M-4M
• Cost of bad hires: RM 430K x 8 bad hires = RM 3.44M
• Total annual cost: RM 5.94M-7.44M

With metrics (optimized):

• Average cost-per-hire: RM 25K-35K (cost reduction through optimization)
• Bad hire rate: 5-8% (structured interviews, assessments)
• Annual recruiting spend: RM 1.25M-1.75M
• Cost of bad hires: RM 430K x 3 bad hires = RM 1.29M
• Total annual cost: RM 2.54M-3.04M

Annual savings by measuring & improving: RM 3.4M-4.4M

ROI: For every RM 100K invested in recruitment analytics & process improvement, save RM 340K-440K.

Strategic Benefits Beyond Cost

1. Visibility: Know where candidates are dropping off
2. Speed: Identify bottlenecks, reduce time-to-hire
3. Quality: See which hiring methods produce best employees
4. Predictability: Forecast recruiting needs and budget
5. Benchmarking: Compare your process to industry
6. Accountability: Hold recruiters/managers accountable for results

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The 12 Essential Recruitment KPIs (Ranked by Importance)

KPI #1: Time-to-Hire (Most Critical)

Definition: Days from job posting to offer acceptance

Formula:

Time-to-Hire = Date offer accepted - Date job posted

Malaysia 2025 Benchmark:

Role Level	Target	Current Average	Top Companies
Junior (0-2 yrs)	4-6 weeks	6-8 weeks	3-4 weeks
Mid-level (2-5 yrs)	5-8 weeks	8-10 weeks	4-6 weeks
Senior (5-10 yrs)	6-10 weeks	10-14 weeks	5-8 weeks
Executive (10+ yrs)	8-12 weeks	12-16 weeks	8-12 weeks

Why it matters:

• Slow hiring loses candidates to competitors
• Longer time = higher cost
• Extended vacancy costs money (lower productivity)
• Candidate experience suffers (delays frustrate people)

How to measure:

Track for every hire:
- Date job posted
- Date of first interview
- Date of final interview
- Date offer made
- Date offer accepted
Calculate average monthly

How to improve:

Current	Action	Expected Improvement
12+ weeks	Use recruitment agency	-3-4 weeks
Long approval process	Streamline offer approval	-1-2 weeks
No job posting	Post immediately on multiple channels	-1-2 weeks
Slow interviews	Schedule interviews within 3 days	-2-3 weeks
No candidate pipeline	Build pipeline (networking, communities)	-2-4 weeks
Single interviewer	Use multiple interviewers, schedule in parallel	-1-2 weeks

Target action: Get time-to-hire to 6-8 weeks average (best practice)

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KPI #2: Cost-Per-Hire (Most Financial Impact)

Definition: Total recruiting cost per successful hire

Formula:

Cost-Per-Hire = (Agency fees + Job board ads + Recruiter salary + Tools + Time) / Number of hires

Malaysia 2025 Benchmark:

Hiring Method	Cost-Per-Hire	Notes
Referral	RM 5K-15K	Bonus + minimal ads
Job board	RM 10K-20K	Posting + screening time
In-house recruiter	RM 15K-25K	Salary + tools allocated
Recruitment agency	RM 40K-70K	20-25% of annual salary
Combination (mixed)	RM 20K-35K	Recommended approach

Why it matters:

• Direct P&L impact (hiring costs reduce profitability)
• Enables budgeting (plan recruiting spend)
• Shows process efficiency (lower cost = better process)
• ROI calculation (recruiting investment justification)

How to measure:

Recruit spend tracking:
- Agency fees paid
- Job board subscriptions (LinkedIn, Indeed, etc.)
- Recruiter salaries (allocated to hiring)
- Tools (ATS, video interviewing, assessments)
- Time cost (hiring managers, interview time at RM 500/hour)

Track by month:
Total spend / Successful hires = Cost-per-hire

Malaysia example (50 hires/year):

Category	Monthly Spend	Annual
Agency fees (20% of hires from agency)	RM 50K	RM 600K
Job boards (LinkedIn, Indeed)	RM 5K	RM 60K
Recruiter salary (1 FTE recruiter)	RM 8K	RM 96K
Tools (ATS, assessments, video)	RM 3K	RM 36K
Time cost (hiring managers, interview time)	RM 20K	RM 240K
TOTAL/MONTH	RM 86K	RM 1.032M/year
Per hire	-	RM 20.6K per hire

How to improve:

High Cost Area	Action	Savings
High agency fees (25%)	Build referral program instead	Save 10% per hire
Expensive job boards	Use free channels (communities, LinkedIn)	Save 3-5%
High recruiter salary	Improve recruiter efficiency (tools, training)	Save 5-10%
Expensive tools	Consolidate tools (ATS + assessments combo)	Save 2-3%
High time cost	Parallel interviews, reduce meeting time	Save 5-10%

Target: RM 15K-25K per hire (optimize mix)

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KPI #3: Quality-of-Hire (Most Strategic)

Definition: How well new hires perform and stay at company

Measurement approaches:

Method 1: Retention Rate (easiest to track)

12-month retention = (Hires still employed at 12 months) / Total hires
Target: 90%+

Method 2: Performance Rating (more comprehensive)

Track new hires' performance reviews at 6 months:
- 5/5: Exceeds expectations
- 4/5: Meets expectations
- 3/5: Below expectations
- Calculate average rating
Target: 4.0+ average

Method 3: Manager Satisfaction (qualitative)

Survey hiring managers: "How satisfied are you with this hire?"
1-5 scale
Target: 4.0+ average

Malaysia 2025 Benchmark:

Company Type	12-Month Retention	3-Year Retention	Avg Performance
Startup (Series A)	75-85%	50-60%	3.8/5.0
Growth company (RM 50M-500M ARR)	85-90%	65-75%	4.0/5.0
Enterprise (RM 500M+)	90-95%	80-90%	4.1/5.0
Top quartile	95%+	90%+	4.3+

Why it matters:

• Bad hires cost RM 430K+ (see Article #4)
• Retention = less recruiting needed
• Performance = productivity per person
• Shows if hiring process works

How to improve:

Problem	Action	Impact
High turnover after 6 months	Improve interviews, assess culture fit better	+10-15% retention
Good hires but low performance	Improve onboarding, first 90 days	+5-10% performance
Misalignment expectations	Clear job description, realistic role preview	+15-20% retention
Bad manager fit	Assign better mentors, improve manager training	+10-15% performance

Track by: Hire date, department, hiring source (referral vs. agency vs. LinkedIn)

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KPI #4: Application-to-Interview Rate

Definition: % of applicants who get an interview

Formula:

App-to-Interview Rate = (Number of interviews conducted) / (Total applications received) x 100

Malaysia 2025 Benchmark:

Job Level	Typical Rate	Target	Best
Junior role	3-8%	8-12%	15%+
Mid-level role	5-10%	10-15%	20%+
Senior role	8-15%	15-25%	30%+
Executive role	20-40%	40-60%	70%+

Why it matters:

• Shows screening quality (good screening = fewer interviews)
• Reflects applicant quality (bad job post = low rate)
• Impacts time-to-hire (more interviews = longer process)

Example:

Junior engineer role:
- 120 applications received
- 8 interviews conducted
- Rate: 8/120 = 6.7%

Target: 8-12% (10-14 interviews)
Action: Improve job post clarity or screening criteria

How to improve:

Problem	Action
Too high rate (30%+)	Too many unqualified applicants - Improve job description clarity
Too low rate (2%)	Missing good candidates - Broaden search, improve posting
Inconsistent	Screening criteria unclear - Document screening checklist

Tactical improvements:

• Better job description (clear requirements)
• Screening checklist (consistent criteria)
• Resume screening tool (LinkedIn filters)
• Automated initial screening (assessment)

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KPI #5: Interview-to-Offer Rate

Definition: % of interviewed candidates who receive offers

Formula:

Interview-to-Offer Rate = (Number of offers) / (Number of interviews) x 100

Malaysia 2025 Benchmark:

Role Level	Typical Rate	Target	Best
Junior	15-25%	25-35%	40%+
Mid-level	20-35%	35-45%	50%+
Senior	30-50%	50-70%	75%+
Executive	40-60%	60-80%	85%+

Why it matters:

• Shows interview quality (structured interviews improve rate)
• Lower rate = too many interviews for one position
• Higher rate = good screening before interviews

Example:

Senior engineer role:
- 4 interviews conducted
- 0 offers made
- Rate: 0/4 = 0%

This is bad. You're interviewing wrong people or interview process is poor.
Action: Improve screening before interview

How to improve:

Problem	Action	Impact
Very low (5-10%)	Interview process too stringent - Structured interviews to be objective	+10-15%
Very high (80%+)	Not interviewing enough - Expand applicant pool	Better quality overall
Inconsistent	No structure - Create interview scorecard	+15-20%

Key insight: If you’re interviewing 4 people for 1 role and making 0 offers, your screening is broken. Fix before interview, not during.

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KPI #6: Offer Acceptance Rate

Definition: % of offers made that are accepted

Formula:

Offer Acceptance Rate = (Offers accepted) / (Offers made) x 100

Malaysia 2025 Benchmark:

Situation	Typical Rate	Target	Best
Weak salary offer	40-50%	60-70%	80%+
Market-rate offer	70-80%	80-85%	90%+
Strong offer (equity, brand)	85-95%	90-95%	95%+

Why it matters:

• Shows offer strength (weak offers lose candidates)
• Impacts time-to-hire (declined offers = start over)
• Shows compensation competitiveness
• Indicates candidate satisfaction in process

Example:

5 offers made, 3 accepted
Rate: 3/5 = 60%
Benchmark: Target 80%+
Problem: Salary too low OR process too slow
Action: Increase salary by 5-10% or speed up offer timeline

Common decline reasons (Malaysia 2025):

• Salary too low (30% of declines)
• Better competing offer (40%)
• Process took too long (15%)
• Misalignment on role (10%)
• Relocation concerns (5%)

How to improve:

Problem	Action	Impact
Low offer acceptance	Increase salary to market rate	+15-25% acceptance
Process too slow	Speed up decisions, offer within 24-48 hours	+10-15%
Candidate worried about role	Better role preview, meet team before offer	+10-20%
Competing offers winning	Transparent career path, growth opportunity	+5-10%

Tactical improvements:

• Transparent salary (post range in job post)
• Speed (offer within 2 days of final interview)
• Convincing offer letter (why this company is great)
• Counter-offers (if better offer competing, match it)
• Relationship building (CEO/founder closing conversation)

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KPI #7: Candidate Source Effectiveness

Definition: Quality and volume of candidates from each source

Formula:

Source Effectiveness = (Hires from source) / (Applications from source) x Avg quality score

Malaysia 2025 Data (50 hires/year):

Source	# Applications	# Interviews	# Hires	Cost-Per-Hire	Quality	ROI
Referral	30	25	20	RM 8K	4.5/5	Excellent
LinkedIn Organic	80	15	8	RM 15K	4.0/5	Very Good
LinkedIn Ads	120	20	9	RM 25K	3.8/5	Good
Job Boards (Indeed, etc.)	200	18	7	RM 30K	3.5/5	Good
Agencies	40	35	4	RM 60K	4.2/5	Speed
Communities	20	18	2	RM 35K	4.4/5	Moderate

Why it matters:

• Shows which channels work best for you
• Guides recruiting investment
• Different sources have different quality
• Enables source mix optimization

How to calculate:

Track for every hire:
- Where did they come from? (referral, LinkedIn, agency, etc.)
- How many applications from each source?
- How many interviews from each source?
- Hire quality (performance rating at 6 months)
- Cost to acquire from that source

Monthly: Calculate effectiveness score per source

How to improve:

Insight	Action
Referrals most effective	Increase referral bonus, emphasize referral program
Job boards low quality	Reduce spend on job boards, focus on LinkedIn
Agencies too expensive	Use for urgent hires only, build in-house pipeline
Communities low volume	Sponsor communities more, build presence

Target strategy: 40-50% referrals, 30-40% LinkedIn, 10-20% agencies, 10-20% other

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KPI #8: Diversity Metrics

Definition: Representation by gender, ethnicity, seniority level

Measurements:

Gender Diversity:

% Female hires = (Female hires) / (Total hires) x 100
Target: 35-40% female across company
Tech roles: 20-25% (industry average low, target 25-30%)

Experience Level Diversity:

% Junior hires (0-2 yrs) = Should be 20-30% (pipeline)
% Mid-level = Should be 50-60%
% Senior = Should be 15-25%
Balance = healthy organization

Malaysia 2025 Benchmark:

Metric	Current	Target
Female hiring %	32%	40%
Female tech hiring %	18%	25%
Junior hires %	15%	25%
Underrepresented minorities	40%	50%+

Why it matters:

• Business case: Diverse teams perform better
• Talent case: Attracts diverse candidates
• Culture case: Inclusive company
• Compliance: Regulatory expectations

How to improve:

Action	Impact
Diverse job descriptions (inclusive language)	+10-15% diverse applicants
Diverse interview panels	+5-10% acceptance rate from diverse candidates
Partner with diversity networks	+20-30% diverse applicants
Remove biased requirements	+15-20% diverse qualified candidates
Transparent hiring (publish data)	+10-15% diverse applicants interested

Track monthly: Hiring diversity vs. company diversity

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KPI #9: Recruiter Efficiency

Definition: How many placements per recruiter per month

Formula:

Placements per recruiter/month = (Total placements) / (Number of recruiters) / 12

Malaysia 2025 Benchmark:

Recruiter Type	Target/Month	Volume
Junior recruiter	2-3 placements/month	Needs oversight
Mid-level recruiter	4-6 placements/month	Independent
Senior recruiter	6-10 placements/month	Can mentor others

Example:

3 recruiters, 50 placements/year
50 / 3 / 12 = 1.4 placements/month per recruiter
Benchmark: Should be 3-4
Action: Improve processes, tooling, or hire more recruiters

Why it matters:

• Shows recruiting team productivity
• Enables headcount planning
• Identifies underperforming recruiters
• Justifies recruiting investment

How to improve:

Problem	Action	Impact
Low efficiency	Automate screening, use better tools	+2-3 placements/month
Inconsistent	Standardize process, training	+1-2 placements/month
Burnout	Higher workload - hire more recruiters	Retain talent, improve quality

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KPI #10: Offer-to-Start Conversion

Definition: % of accepted offers where person actually starts

Formula:

Offer-to-Start = (People who started) / (Offers accepted) x 100

Malaysia 2025 Benchmark:

Situation	Typical Rate	Target
Quick start (1-2 weeks)	95%+	98%+
Standard start (2-4 weeks)	90-95%	95%+
Long start (1+ month)	80-90%	90%+

Why it matters:

• Last mile before employee starts
• Candidate can still accept competing offer
• Extended start dates increase chance of decline
• Shows offer process quality

How to improve:

Problem	Action
Candidate ghosting	Regular communication until start date
Competing offers	Convince candidate before offer, stay engaged
Long start dates	Allow earlier start if possible
Visa issues	Proactive visa sponsorship, timeline clarity

Best practice: Target 98%+ (only 2% drop-off from accepted offer to actual start)

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KPI #11: Hiring Manager Satisfaction

Definition: How satisfied are hiring managers with recruiting support?

Measurement:

Survey hiring managers quarterly:
1. Process satisfaction (1-5): How smooth was hiring?
2. Candidate quality (1-5): Were candidates qualified?
3. Speed satisfaction (1-5): Was timeline acceptable?
4. Support quality (1-5): Did recruiting support help?
5. Overall satisfaction (1-5): Would you recommend recruiting team?

Target average: 4.0+ out of 5.0

Malaysia 2025 Benchmark:

• Average score: 3.6/5.0
• Target: 4.0+/5.0
• Top companies: 4.3+/5.0

Why it matters:

• Shows internal customer satisfaction
• Identifies pain points in process
• Helps recruiting team improve

How to improve:

Feedback	Action
”Process too slow”	Speed up approvals, interviews
”Candidates not qualified”	Better screening before sending
”Not responsive”	Dedicated recruiter, faster communication
”Don’t understand our needs”	Better role definition, discovery calls

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KPI #12: Recruitment ROI

Definition: Total value delivered vs. recruiting spend

Formula:

Recruitment ROI = (Value gained - Recruiting cost) / Recruiting cost x 100

Value gained = (Hires x Productivity gain) - (Bad hire cost)

Example:

50 hires, RM 1M recruiting spend
- Good hires productivity gain: 50 x RM 200K = RM 10M
- Bad hires (5 x 20% bad rate) cost: 5 x RM 430K = RM 2.15M
- Net value: RM 10M - RM 2.15M = RM 7.85M
- ROI: (RM 7.85M - RM 1M) / RM 1M = 685%

Rough translation: Every RM 1 spent on recruiting returns RM 6.85 in value

Malaysia 2025 Benchmark:

Company	ROI	Notes
Poor (15-20% bad hire rate)	200-400%	High cost from bad hires
Average (10-15% bad hire rate)	400-700%	Typical company
Good (5-10% bad hire rate)	700-1000%	Structured process
Excellent (2-5% bad hire rate)	1000%+	Optimized process

Why it matters:

• Justifies recruiting investment to CFO
• Shows impact of hiring quality
• Drives focus on bad hire prevention
• Enables recruiting budget planning

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Complete Dashboard Template: Track All 12 KPIs

Create this in Excel or Google Sheets:

RECRUITMENT DASHBOARD - MONTHLY TRACKING

Month: January 2025

KPI 1: TIME-TO-HIRE
- Avg. Days: 45
- Target: 42
- Variance: +3 days (slight miss)

KPI 2: COST-PER-HIRE
- Avg. Cost: RM 22,500
- Target: RM 20,000
- Variance: +12.5% (over budget)

KPI 3: QUALITY-OF-HIRE
- 12-month retention: 88%
- Target: 90%
- Variance: -2% (slight miss)

KPI 4: APP-TO-INTERVIEW
- Rate: 10.2%
- Target: 10%
- Variance: +0.2% (on target)

KPI 5: INTERVIEW-TO-OFFER
- Rate: 35%
- Target: 40%
- Variance: -5% (below target)

KPI 6: OFFER ACCEPTANCE
- Rate: 82%
- Target: 85%
- Variance: -3% (below target)

KPI 7: SOURCE EFFECTIVENESS
- Best source: Referral (92% quality, 8K cost)
- Second: LinkedIn Organic (88% quality, 15K cost)
- Worst: Job Boards (75% quality, 30K cost)

KPI 8: DIVERSITY
- Female %: 35%
- Target: 40%
- Variance: -5% (below target)

KPI 9: RECRUITER EFFICIENCY
- Placements/recruiter/month: 3.5
- Target: 4.0
- Variance: -12.5% (below target)

KPI 10: OFFER-TO-START
- Rate: 96%
- Target: 98%
- Variance: -2% (near target)

KPI 11: HIRING MGR SATISFACTION
- Avg. Score: 3.9/5
- Target: 4.0
- Variance: -0.1 (near target)

KPI 12: RECRUITMENT ROI
- ROI: 650%
- Target: 700%
- Variance: -7% (room for improvement)

SUMMARY:
On target: 3 metrics
Below target: 6 metrics
Above target: 3 metrics

Top priority improvements:
1. Interview-to-offer rate (need better screening)
2. Offer acceptance (increase salary, speed up timeline)
3. Diversity (focus on female hiring)

ACTION ITEMS:
- [ ] Improve screening checklist (reduce interview wasted time)
- [ ] Post salary ranges on job posts (transparency -> higher acceptance)
- [ ] Partner with women in tech communities (diversity)

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How to Improve Each KPI: 6-Week Action Plan

Week 1: Baseline & Analysis

• KPI 1 (Time-to-hire): Audit current timeline, identify bottlenecks
• KPI 2 (Cost-per-hire): Calculate spending by channel, identify expensive sources
• KPI 3 (Quality): Track 12-month retention, performance ratings by hire
• KPI 4-6: Set up conversion tracking (app to interview to offer to acceptance)

Deliverable: Dashboard with current metrics + targets

Week 2: Quick Wins

• Faster time-to-hire: Implement parallel interviews (schedule 2-3 interviews same day)
• Reduce cost-per-hire: Increase referral bonus (RM 5K to RM 10K), emphasize in team
• Improve offer acceptance: Post salary ranges in job posts (transparency)
• Better quality-of-hire: Improve onboarding checklist

Expected improvement: Time-to-hire -1-2 weeks, Cost-per-hire -10%, Acceptance +5%

Week 3: Process Improvement

• Interview-to-offer rate: Create interview scorecard, structured questions
• Source effectiveness: Track all hires back to source, score by quality
• Diversity: Partner with diversity networks, update job language
• Recruiter efficiency: Implement recruiting tool (Better.com, Greenhouse ATS)

Expected improvement: Interview-to-offer +10%, Cost-per-hire -5%, Diversity +5%

Week 4: Training & Systems

• Hiring manager training: Teach structured interviewing (20 min training)
• Recruiter training: Improve screening skills, negotiation
• Dashboard setup: Weekly tracking, monthly reviews
• Compensation review: Benchmark salaries vs. market (stay competitive)

Expected improvement: Quality +5-10%, Hiring mgr satisfaction +0.5 points

Week 5: Optimization

• Channel optimization: Double down on best sources (referral, LinkedIn)
• Timeline optimization: Reduce approval time from 3 days to 1 day
• Offer strength: Better offer letters, career path clarity
• Feedback loops: Get feedback from declined candidates

Expected improvement: Time-to-hire -2-3 weeks, Offer acceptance +5-10%

Week 6: Review & Iterate

• Monthly review: Compare metrics vs. baseline
• Share results: Present dashboard to leadership
• Next priorities: Identify next improvements
• Celebrate wins: Share success stories

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Benchmarking: How You Compare (Malaysia Context)

By Company Stage

Metric	Startup (Series A)	Growth (RM 50-500M)	Enterprise (500M+)
Time-to-hire	8-10 weeks	6-8 weeks	8-12 weeks
Cost-per-hire	RM 15K-25K	RM 20K-35K	RM 30K-50K
Quality (retention)	75-85%	85-90%	90-95%
Offer acceptance	70-80%	80-85%	85-90%
Recruiter efficiency	5-8/month	4-6/month	3-5/month

By Industry

Metric	Tech	Finance	Ops	Sales
Time-to-hire	6-8 weeks	8-10 weeks	6-8 weeks	5-7 weeks
Cost-per-hire	RM 25K-40K	RM 30K-45K	RM 15K-25K	RM 20K-30K
Quality (retention)	85-90%	88-92%	82-87%	78-83%
App-to-interview	8-12%	10-15%	12-18%	15-25%

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Red Flags: When Your Metrics Are Broken

Red Flag 1: Extremely Low Offer-to-Interview Rate (2-3%)

Symptom: 80 applications, only 2-3 interviews

Root cause:

• Bad job description (unclear what role is)
• Poor screening criteria (rejecting qualified people)
• Wrong target audience

Fix: Rewrite job description, review screening criteria, retarget audience

Red Flag 2: Extremely High Interview-to-Offer Rate (80%+)

Symptom: Interviewing few people but making offers to most

Root cause:

• Not interviewing enough candidates
• Screening already done by recruiter (good) but not enough volume
• Setting bar too low

Fix: Expand candidate pool, raise bar, interview more people

Red Flag 3: Offer Acceptance 50% or Lower

Symptom: Majority of offers declined

Root cause:

• Salary too low (competing offers higher)
• Process too slow (candidates accept other offers)
• Misaligned expectations (role different than expected)
• Bad candidate experience

Fix: Increase salary to market, speed up timeline, better role preview

Red Flag 4: Quality of Hire 70% or Lower (12-month retention)

Symptom: High turnover in first year

Root cause:

• Wrong hiring criteria (technical skills but not culture fit)
• Bad onboarding (no support first 90 days)
• Wrong role fit (job different than expected)
• Bad management (new hire’s manager is issue)

Fix: Improve interview assessment, onboarding, role clarity, manager training

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Key Takeaways

1. Measure everything. What you measure, you improve.

2. Time-to-hire, cost-per-hire, quality-of-hire. These 3 drive profitability.

3. Malaysia benchmarks: 6-8 week time-to-hire, RM 20K-35K cost-per-hire, 85%+ retention

4. Dashboard required. Monthly tracking shows progress vs. targets.

5. Quality > Speed. Better to take 10 weeks and hire right than 4 weeks and hire wrong.

6. Offer acceptance is critical. 50% acceptance = double the interviews needed.

7. Source effectiveness varies. Referrals best quality, job boards lowest. Optimize mix.

8. Bad hires are expensive. Every percentage improvement in quality-of-hire saves RM 430K+ per bad hire prevented.

9. Recruiter efficiency shows process maturity. 2 placements/month = broken process. 6/month = optimized.

10. ROI calculation justifies investment. RM 1 spent on recruiting should return RM 6-7 in value.

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About Weizhen Recruiters

Weizhen Recruiters helps companies optimize recruitment metrics and hiring processes.

We measure & improve:

• Time-to-hire (reduce by 30-40%)
• Cost-per-hire (reduce by 20-35%)
• Quality-of-hire (improve retention by 15-20%)
• Source effectiveness (identify best channels)
• Recruiter efficiency (increase placements 20-30%)

Results from our clients:

• Average time-to-hire: 45 days to 30 days (-33%)
• Average cost-per-hire: RM 35K to RM 22K (-37%)
• Quality of hire: 82% to 92% (+12%)
• Recruiter efficiency: 3.2 to 5.1 placements/month (+59%)

Services:

• Recruitment audit (current state assessment)
• KPI dashboard setup
• Process optimization
• Recruiting team training
• Full-service hiring support

Learn more

Or book a free consultation to assess your recruiting metrics.