Recruitment Analytics

Recruitment analytics is the practice of collecting, analyzing, and interpreting recruitment data to improve hiring outcomes. It focuses on understanding what works and what doesn’t across the recruitment funnel, from sourcing and employer branding to candidate experience and time-to-hire.

By conducting recruitment data analysis, HR and TA professionals can identify high-performing channels, reduce bias, improve candidate experience, and demonstrate the business impact of recruitment decisions.

Getting started with recruitment analytics begins with understanding your recruitment data sources, such as your ATS, sourcing platforms, and candidate feedback tools. From there, you need to define relevant recruitment metrics, analyze trends across the recruitment funnel, and turn insights into concrete actions.

Although these skills can be learned on the job, structured learning like AIHR’s Recruitment Analytics course provides a solid foundation to progress faster and more efficiently. You’ll learn how to work with real recruitment data, apply analytics techniques, and create an action plan that improves hiring efficiency and quality, without an advanced data background.

Ready to level up these skills? Get the Recruitment Analytics training as part of our Sourcing & Recruitment Certificate Program. 

For those looking to expand their expertise even further, our Full Academy Access gives you everything you need to succeed in HR, including access to this course, all other courses and all certificate programs, a library of downloadable templates and resources, exclusive live events, and more.

This Recruitment Analytics course covers the essential skills to make data-backed hiring decisions. You’ll learn how to analyze recruitment metrics, evaluate sourcing and employer branding effectiveness, and identify where candidates drop out of the hiring funnel. 

Why are these capabilities important? Because the war for talent has never been fiercer. To help your organization stay competitive, an attractive benefits package is not enough. You need to be able to translate recruitment data analytics into actionable insights, helping improve decision-making and position yourself as a strategic partner in talent acquisition.