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5 Tips to Maximize Recruiting ROI

Every company wants to ensure that new hires contribute to the bottom line. As hiring budgets get cut everywhere, the pressure is higher than ever on recruiting managers to demonstrate the kind of ROI that recruiting programs are expected to deliver. 

The fact is, recruiting top talent is always a good investment. High-performing employees are up to eight times more productive, and early-career candidates, in particular, tend to have longer tenures while performing comparably to senior employees. Being diligent about tracking and analyzing metrics related to recruitment efficiency and outcomes can help you:

  • Make the case for a bigger hiring budget
  • Demonstrate exactly which parts of the recruiting strategy are working, and why
  • Make specific improvements to attract and retain the kind of talent your company needs most

Let’s talk about how you can make this happen. 

Recruiting metrics you should be measuring right now

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Recruiters use several metrics to assess the impact of their recruitment strategies. The most popular ones tend to be easy to grasp conceptually and easy to measure. These are the metrics we recommend following.


This measures the cost of bringing a candidate onto your team. It includes all costs related to talent sourcing, screening, and recruiting, including: 

  • The cost of publishing an open role on a job board 
  • The cost of platforms to conduct candidate assessments or manage communications 
  • Recruitment agency fees 
  • Internal staffing resources 

Offer acceptance rate 

This measures the percentage of job offers issued that get accepted. It’s measured as the ratio of the number of offers accepted to the number of offers made. Low offer acceptance rates could indicate problems at the later stages of the recruitment process—most commonly around salary negotiations. 


This measures how long it takes to complete hiring a candidate - from when they apply for the job to when they accept the offer. Most companies are keen to keep this as low as possible, and studies show that top-performing companies tend to have 50% lower time-to-hire than their competitors. 

Employee lifetime value (ELTV) 

ELTV measures net employee value to a company for the whole of an employee’s tenure. It considers the total of actions and interactions during that tenure, including activities that directly contribute to ROI as well as intangible contributions like pleasant behavior or attention to detail. It’s a concrete way to measure how useful an employee will be over time—and, by extension, how much investment the company should make in retaining and training them. 

Other Metrics

There are several recruiting metrics that can give recruiters a more nuanced perspective on their hiring strategy. These include:

  • First-year attrition: This measures the number of new hires who quit during their first year as a ratio to your total turnover for that year.
  • Applicants per opening: This measures the number of applicants who apply for each open job. A high number could indicate that the role is a popular one. However, it could also indicate a job description that’s too general.
  • Sourcing channel effectiveness: This measures how many applications each of the company’s recruitment channels are bringing in, as well as the conversion rate for each.
  • Candidate job satisfaction: This measures how satisfied the hired candidate is with their job. It’s a good way to evaluate whether the expectations set during the hiring process match what the candidate is actually experiencing.

Investing in tailored recruiting CRMs like Gem or Greenhouse helps to measure these metrics accurately and evaluate them in the broader context of how the end-to-end recruitment life cycle works. 

5 tactics to maximize your recruiting ROI 

Today, 87% of recruiters state that talent acquisition has become a more strategic function over the last year. Strategies to boost recruiting ROI typically focus on one or more of the following:

  • Equipping the employee to move from fresh recruit to fully contributing member as soon as possible 
  • Giving employees consistent opportunities to learn and grow 
  • Ensuring that employee's tenure with the company is as long as possible 

The following best practices will help you do this. 

1. Cultivate an employee-first employer brand

To attract quality candidates more likely to accept offers and stick along for the ride,  you need to demonstrate that you’re an employer your prospective hires would want to work for. This calls for an employee-first approach to all your branding and outreach activities, from website content to social media.

For example, people tend to view generic statements about “life at work” with skepticism. Fortunately, there are alternatives—such as passing the mic directly to your employees for their input. CodePath’s employer partner Salesforce, for example, has accounts on all major social networks devoted to connecting students with open opportunities at the company. It includes user-generated content from current Salesforce interns, tips on the recruitment process, fun memes about life at Salesforce, and more. 


Build a concrete employer branding strategy, one that centers employee voices and gives potential candidates an honest perspective on why they should apply to work with you.

2. Invest in your recruiting tech stack for better tracking 

The market now offers a wide range of recruitment analytics tools to give you clear insights into which parts of your recruitment strategies are working and which areas need a second look. Many also come with predictive analytics capabilities to help you estimate future hiring needs and areas that might need improvement in the long term. 

Some tools to consider include:

  • Gem: Gem offers a range of sourcing, talent marketing, and analytics products to construct a unified view of every candidate. It syncs seamlessly with your existing applicant tracking system (ATS) and offers proactive insights on which candidate touchpoints are most effective, helping you build reliable talent pipelines.
  • Greenhouse: Another hiring software that offers an all-in-one solution for efficient talent sourcing, screening, and onboarding. Recruiters can assess where they stand on the Greenhouse Hiring Maturity curve and gain actionable insights on how they can improve. 
  • Hireflow: Hireflow uses AI to source and recruit candidates rapidly and accurately. It comes with a Chrome extension that lets you quickly identify candidates from LinkedIn and build a single database from LinkedIn and Gmail data. All outreach activities are automated, and everything stays synced with your ATS.


Invest in tools that help you quantify where you’re spending the most time, which steps cost the most (and least), what changes you’ve implemented, and how your recruiting metrics have improved as a result of the change.

3. Establish SMART goals around employee retention 

Employee retention data is key to understanding what employees want, why they quit, and what can convince them to stay. While you can’t always prevent someone from leaving, it’s vital to set SMART goals around the retention strategies that are within your control. In fact, more than half of employees who quit stated that their manager could potentially have done something to change their minds about leaving.

For instance, Mutual of Omaha, another CodePath employer partner, saw a lot of turnover within the first two years of a new hire joining the company. To understand why, they partnered with Quantum Workplace to conduct employee surveys at multiple stages of the employee lifecycle. They also launched pulse surveys for specific feedback on topics like post-pandemic work preferences and how equipped the company was to attract and retain top talent. By prioritizing strategic employee listening, leaders knew exactly what to do to get more people to stay. The results speak for themselves – an 86% employee retention rate and a 93% favorability rating from new hires within the first 30 days of joining. 



What strategies have historically had the most impact on retention at your company? How soon do you want to see results? Which departments are you most keen to improve retention in? How do you see your retention budget evolving? Determine the answers to these (again, having the right data is vital) and set clear goals for where you want to go. 

4. Create feedback loops during and after the recruiting process

What do your employees really think about working with you? The best way to know is by setting up opportunities to share feedback as soon as they start their candidate journey, along with regular check-ins after they’re hired. By encouraging them to speak up, you help them feel seen and appreciated, which can boost employee performance by nearly 300%.

Several companies are nailing their employee feedback strategy. Screwfix, for example, has a two-way feedback system in which employees provide bi-weekly opinions on anything, from day-to-day processes to workplace amenities. Google eschews the traditional annual performance review for ongoing goal-setting and reviews. The key? Employees set their own goals, with the support of their managers, which makes them more motivated to achieve them. 



Build a feedback mechanism that encourages regular and open input from your employees. Give particular emphasis to strategic time points, like the end of the onboarding period or after a lateral transfer. Ideally, you’ll want to use a combination of both structured surveys and an open line of communication.

5. Build a diverse network of talent sources 

Business needs are evolving faster than ever, and companies need to build a reliable pipeline of candidates to keep pace with that evolution. The demand-supply gap, however, is a considerable one for specific roles. For example, According to the Bureau of Labor Statistics, jobs for cybersecurity analysts and software developers will go up by 35% and 25%, respectively, between 2021 and 2031 – compared to the average growth rate of 5%.

One of the best ways to fill this talent gap is by establishing partnerships with agencies and partners that can supply you with vetted, high-quality candidates. CodePath, for instance, seeks to close the global tech talent gap by preparing 20,000+ CS students nationwide with real-world job skills. Every CodePath student receives 500+ hours of technical training - in addition to their formal CS coursework - which includes a combination of mentorship, group projects, and hands-on work experience. The goal is to train the students for job-ready excellence from day one, and the numbers bear this out – CodePath graduates are 200% more likely than the national average to secure full-time tech employment.



Invest in building and expanding partnerships with a demonstrated record of connecting you with talented, diverse, and vetted candidates. This will improve your cost-per-hire and time-per-hire as well as your ELTV – when you bring on high-quality recruits, they’ll have a greater impact from day one. 

Invest in quality hires to maximize ROI

How you invest in talent today will directly determine the kind of leadership you have tomorrow. CodePath recognizes this, and focuses on training CS graduates to bring technical and ‘soft’ skills to the workplace.

Over 85% of CodePath interns have converted their internships into job offers, compared to an average of 57.6%. And so far, 2000+ companies have hired CodePath students, including Fortune 500 companies like Apple, Google, and Microsoft.

Learn more about how we can help you build a diverse, job-ready cohort of tech talent.

Improve Your Recruiting ROI with CodePath