Measure and optimize the hiring funnel: stage conversion rates, time-to-hire, cost-per-hire, source quality, offer-acceptance, and recruiter productivity. Use when the user asks for recruiting KPIs, hiring metrics dashboards, funnel analysis, ATS reporting, or diagnosing why hiring is slow/expensive.
npx skillsify add recruitment-funnel-analyticsUn taux d'acceptation d'offres sous 90 % signale un problème de rémunération ou de processus, et un fort volume de candidatures avec un faible passage de présélection signale un problème d'annonce — le playbook diagnostique de cette skill relie chaque symptôme de l'entonnoir à sa cause probable et à son correctif. Elle définit les formules clés avec précision : conversion par étape, source et rôle ; time-to-hire en médiane plus p90 ; coût par embauche incluant le temps alloué du recruteur ; et qualité d'embauche en composite de rétention à 90 jours, satisfaction du manager et performance à la première revue. Les livrables sont la fiche de définitions des KPIs, la spec du dashboard d'entonnoir et un rapport hebdo de pipeline avec alertes sur les réquisitions vieillissantes.
---
name: recruitment-funnel-analytics
description: "Measure and optimize the hiring funnel: stage conversion rates, time-to-hire, cost-per-hire, source quality, offer-acceptance, and recruiter productivity. Use when the user asks for recruiting KPIs, hiring metrics dashboards, funnel analysis, ATS reporting, or diagnosing why hiring is slow/expensive."
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# Recruitment Funnel Analytics
## Purpose
Turn ATS data into decisions. Modeled on recruitment-funnel analytics features in modern ATS platforms (smart-ats funnel analytics, OpenCATS reporting, Frappe HRMS recruitment reports).
## Core funnel & formulas
Stages: Sourced → Applied → Screened → Interviewed → Offered → Hired.
- **Stage conversion %** = next-stage count / current-stage count (per stage, per source, per role)
- **Time to hire** = days from application to offer acceptance (report median + p90, by department)
- **Time to fill** = days from requisition open to acceptance
- **Cost per hire** = (ads + tools + agency fees + referral bonuses + allocated recruiter time) / hires
- **Quality of hire** = 90-day retention × hiring-manager satisfaction × first-review performance (composite)
- **Offer acceptance rate** = accepted / extended (target ≥90%; below = comp/process problem)
- **Source effectiveness** = hires per source AND quality-adjusted hires per source — cut sources that deliver volume without conversions
## Diagnostic playbook
| Symptom | Likely cause | Fix |
|---|---|---|
| High application, low screen-pass | JD mismatch / wrong channels | rewrite JD, re-target sourcing |
| Low interview→offer | mis-calibrated screening or interviewers | recalibrate rubric, interviewer training |
| Low offer acceptance | comp below market / slow process / candidate experience | comp review, compress timeline |
| Long time-to-fill, small funnel | sourcing shortage | sourcing plan, referral program |
| High early attrition (<90 days) | mis-sold role / bad onboarding | realistic job preview, onboarding fix |
## Deliverables
- KPI definitions sheet (formula, owner, target, frequency)
- Funnel dashboard spec: table per role × stage with conversion %, median days, bottleneck highlight
- Weekly recruiting report template (pipeline health, aging reqs >45 days, SLA breaches)
- Cohort analysis template (quality of hire by source/quarter)
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0 installations · v1.0.0
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0 installations · v1.0.0
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0 installations · v1.0.0