{"id":11453,"date":"2024-01-23T11:26:08","date_gmt":"2024-01-23T10:26:08","guid":{"rendered":"https:\/\/talentfinder.mathieulancelle.be\/resources\/14-recruitment-kpis-to-monitor-for-an-optimized-hiring-process\/"},"modified":"2024-01-23T11:26:08","modified_gmt":"2024-01-23T10:26:08","slug":"14-kpi-de-recrutement-a-surveiller-pour-un-processus-d-embauche-optimise","status":"publish","type":"_dfib_cpt_news","link":"https:\/\/talentfinder.mathieulancelle.be\/fr\/resources\/14-kpi-de-recrutement-a-surveiller-pour-un-processus-d-embauche-optimise\/","title":{"rendered":"14 KPI de Recrutement \u00c3\u00a0 surveiller pour un processus d&#8217;embauche optimis\u00c3\u00a9"},"content":{"rendered":"\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-c63a52e\" data-block-id=\"c63a52e\"><p class=\"stk-block-text__text\">Dans le domaine du recrutement, surveiller ses KPIs (indicateurs cl\u00c3\u00a9s de performance) n&rsquo;est pas simplement une t\u00c3\u00a2che administrative, c&rsquo;est un imp\u00c3\u00a9ratif strat\u00c3\u00a9gique.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-cd82016\" data-block-id=\"cd82016\"><p class=\"stk-block-text__text\">Ces donn\u00c3\u00a9es, chiffr\u00c3\u00a9es et pragmatiques, vous offrent une fen\u00c3\u00aatre pr\u00c3\u00a9cieuse sur <strong>la qualit\u00c3\u00a9 de vos annonces, leur visibilit\u00c3\u00a9, l&rsquo;\u00c3\u00a9tat du march\u00c3\u00a9 du travail, l&rsquo;efficacit\u00c3\u00a9 de votre processus de recrutement, ou encore l&rsquo;exp\u00c3\u00a9rience des candidats<\/strong>. Autrement dit, les KPIs sont le radar qui vous guide vers une meilleure compr\u00c3\u00a9hension de vos pratiques de recrutement, pour mieux attirer et retenir les talents dont vous avez besoin.\u00c2\u00a0&#x1f9f2;<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-5b93c84\" data-block-id=\"5b93c84\"><p class=\"stk-block-text__text\">Dans cet article, nous vous proposons 14 KPI de recrutement \u00c3\u00a0 checker r\u00c3\u00a9guli\u00c3\u00a8rement dans le cadre de vos missions de recrutement.\u00c2\u00a0<\/p><\/div>\n\n\n\n<nav class=\"wp-block-stackable-table-of-contents stk-block-table-of-contents stk-block stk-5b093a9 stk-block-background\" data-block-id=\"5b093a9\"><style>.stk-5b093a9{background-color:#d7eef8 !important}.stk-5b093a9:before{background-color:#d7eef8 !important}<\/style><p class=\"stk-table-of-contents__title\"><\/p><ul class=\"stk-table-of-contents__table\"><li><a href=\"#strong-pourquoi-surveiller-vos-kpi-de-recrutement-strong\">Pourquoi surveiller vos KPI de recrutement ? <\/a><\/li><li><a href=\"#strong-les-kpi-de-recrutement-a-surveiller-strong\">Les KPI de Recrutement \u00c3\u00a0 surveiller <\/a><ul><li><a href=\"#strong-span-style-color-00-b-4-dd-class-stk-highlight-les-kpi-pour-surveiller-la-performance-de-vos-offres-demploi-span-strong\">Les KPI pour surveiller la performance de vos offres d&#8217;emploi<\/a><\/li><li><a href=\"#span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\">Les KPI pour \u00c3\u00a9valuer la performance de vos sources de recrutement <\/a><\/li><li><a href=\"#span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\">Les KPIs pour surveiller l&rsquo;efficacit\u00c3\u00a9 de votre processus de recrutement<\/a><\/li><li><a href=\"#span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\">Les KPI pour \u00c3\u00a9valuer l&rsquo;exp\u00c3\u00a9rience candidat<\/a><\/li><li><a href=\"#span-style-color-00-b-4-dd-class-stk-highlight-strong-les-kpi-pour-evaluer-linclusivite-de-votre-processus-de-recrutement-strong-span\">Les KPI pour \u00c3\u00a9valuer l&rsquo;inclusivit\u00c3\u00a9 de votre processus de recrutement<\/a><\/li><\/ul><\/li><li><a href=\"#strong-comment-generer-ces-statistiques-strong\">Comment g\u00c3\u00a9n\u00c3\u00a9rer ces statistiques ? <\/a><\/li><\/ul><\/nav>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-3608d53\" data-block-id=\"3608d53\"><style>.stk-3608d53{border-top-left-radius:20px !important;border-top-right-radius:20px !important;border-bottom-right-radius:20px !important;border-bottom-left-radius:20px !important;overflow:hidden !important;border-style:solid !important;border-color:#00b4dd !important;padding-top:11px !important;padding-right:11px !important;padding-bottom:11px !important;padding-left:11px !important}<\/style><p class=\"stk-block-text__text\">Les statistiques de recrutement englobent un ensemble de donn\u00c3\u00a9es quantitatives et mesurables li\u00c3\u00a9es au processus de recrutement au sein d&rsquo;une organisation. Ces donn\u00c3\u00a9es fournissent des <strong>indicateurs cl\u00c3\u00a9s de performance<\/strong> (KPI) permettant d&rsquo;\u00c3\u00a9valuer et de mesurer l&rsquo;efficacit\u00c3\u00a9 et la qualit\u00c3\u00a9 du processus de s\u00c3\u00a9lection des candidats.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-image stk-block-image stk-block stk-85c5181\" data-block-id=\"85c5181\"><style>.stk-85c5181 .stk-img-wrapper img{border-radius:20px !important}<\/style><figure><span class=\"stk-img-wrapper stk-image--shape-stretch\"><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-11444 lazyload\" data-src=\"https:\/\/talentfinder.mathieulancelle.be\/wp-content\/uploads\/2024\/01\/Design-sans-titre-36.png\" width=\"1920\" height=\"1080\" alt=\"KPI de recrutement\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 1920px; --smush-placeholder-aspect-ratio: 1920\/1080;\" \/><noscript><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-11444\" src=\"https:\/\/talentfinder.mathieulancelle.be\/wp-content\/uploads\/2024\/01\/Design-sans-titre-36.png\" width=\"1920\" height=\"1080\" alt=\"KPI de recrutement\"\/><\/noscript><\/span><\/figure><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-1f8a4f1\" id=\"strong-pourquoi-surveiller-vos-kpi-de-recrutement-strong\" data-block-id=\"1f8a4f1\"><h2 class=\"stk-block-heading__text\"><strong>Pourquoi surveiller vos KPI de recrutement ? <\/strong><\/h2><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Meilleure inclusion et diversit\u00c3\u00a9 \/ R\u00c3\u00a9duction des biais : <\/strong>La surveillance des donn\u00c3\u00a9es de recrutement permet d&rsquo;analyser les tendances li\u00c3\u00a9es \u00c3\u00a0 l&rsquo;inclusion et \u00c3\u00a0 la diversit\u00c3\u00a9. En identifiant les \u00c3\u00a9ventuels biais dans le processus de recrutement, les entreprises peuvent prendre des mesures pour favoriser une meilleure repr\u00c3\u00a9sentation de la diversit\u00c3\u00a9 au sein de leur effectif.&nbsp;<\/li>\n\n\n\n<li><strong>Meilleure utilisation des ressources et des m\u00c3\u00a9dias : <\/strong>La surveillance des donn\u00c3\u00a9es permet d&rsquo;optimiser l&rsquo;allocation des ressources en identifiant les canaux les plus rentables et les m\u00c3\u00a9dias les plus efficaces pour diffuser les offres d&#8217;emploi.&nbsp;<\/li>\n\n\n\n<li><strong>Meilleure exp\u00c3\u00a9rience candidat<\/strong> : La r\u00c3\u00a9duction du temps n\u00c3\u00a9cessaire pour remplir un poste, ainsi que l&rsquo;am\u00c3\u00a9lioration de la communication avec les candidats, contribuent \u00c3\u00a0 une exp\u00c3\u00a9rience globale positive pour ces derniers.&nbsp;<\/li>\n\n\n\n<li><strong>Meilleure compr\u00c3\u00a9hension du travail que repr\u00c3\u00a9sente le recrutement<\/strong> : La visibilit\u00c3\u00a9 sur le volume de candidatures et d&rsquo;entretiens offre une meilleure compr\u00c3\u00a9hension des efforts n\u00c3\u00a9cessaires pour pourvoir une fonction.&nbsp;&nbsp;<\/li>\n\n\n\n<li><strong>Processus de recrutement plus efficace<\/strong> : Vous identifiez les inefficacit\u00c3\u00a9s, guidez les processus en temps r\u00c3\u00a9el, et favorisez une culture d&rsquo;am\u00c3\u00a9lioration continue.\u00c2\u00a0<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-stackable-spacer stk-block-spacer stk--no-padding stk-block stk-7c78a28\" data-block-id=\"7c78a28\"><style>.stk-7c78a28{height:24px !important}<\/style><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-5e572f7\" id=\"strong-les-kpi-de-recrutement-a-surveiller-strong\" data-block-id=\"5e572f7\"><h2 class=\"stk-block-heading__text\"><strong>Les KPI de Recrutement \u00c3\u00a0 surveiller <\/strong><\/h2><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-785232b\" data-block-id=\"785232b\"><p class=\"stk-block-text__text\">Diff\u00c3\u00a9rentes donn\u00c3\u00a9es vous donneront diff\u00c3\u00a9rentes informations. Evidemment, il est important de toujours consid\u00c3\u00a9rer ces informations avec des pincettes et elles doivent \u00c3\u00aatre mises en perspective.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-9f1cf2a\" id=\"strong-span-style-color-00-b-4-dd-class-stk-highlight-les-kpi-pour-surveiller-la-performance-de-vos-offres-demploi-span-strong\" data-block-id=\"9f1cf2a\"><h3 class=\"stk-block-heading__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">Les KPI pour surveiller la performance de vos offres d&#8217;emploi<\/span><\/strong><\/h3><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-924d82a\" data-block-id=\"924d82a\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">1. Nombre de candidatures \/ offre d&#8217;emploi : <\/span><\/strong>Cette mesure offre un aper\u00c3\u00a7u de la visibilit\u00c3\u00a9 et de l&rsquo;attractivit\u00c3\u00a9 de l&rsquo;offre d&#8217;emploi. Un nombre \u00c3\u00a9lev\u00c3\u00a9 de candidatures peut indiquer une forte attractivit\u00c3\u00a9, mais il est \u00c3\u00a9galement crucial de prendre en compte la qualit\u00c3\u00a9 des candidatures.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-7d7c27f\" data-block-id=\"7d7c27f\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">2. Nombre de clics \/ offre d&#8217;emploi :<\/span><\/strong> Le nombre de clics par rapport aux offres d&#8217;emploi fournit des informations sur l&rsquo;attrait pour le titre de la fonction et l&rsquo;aper\u00c3\u00a7u du texte. Cela aide \u00c3\u00a0 ajuster le contenu des annonces pour maximiser les visites des candidats potentiels.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-b306a5e\" data-block-id=\"b306a5e\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">3. Nombre de candidats contact\u00c3\u00a9s par t\u00c3\u00a9l\u00c3\u00a9phone (c.\u00c3\u00a0.d. dont les CV remplissent les conditions sine qua non) \/ offre d&#8217;emploi :<\/span><\/strong> Cette mesure \u00c3\u00a9value la pertinence de l&rsquo;annonce en identifiant le nombre de candidats contact\u00c3\u00a9s parmi l&rsquo;ensemble des postulants. Recevoir 50 CV n\u00e2\u20ac\u2122a pas de sens si seulement 5 parmi eux r\u00c3\u00a9pondent aux crit\u00c3\u00a8res essentiels. Une annonce pertinente doit attirer des candidats correspondant aux besoins sp\u00c3\u00a9cifiques du poste.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-543db7c\" data-block-id=\"543db7c\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">4. Taux de candidature (nombre de candidatures \/ nombre de clics) : <\/span><\/strong>Ce taux de conversion mesure combien de candidats ayant consult\u00c3\u00a9 l&rsquo;annonce ont d\u00c3\u00a9cid\u00c3\u00a9 de postuler. Il offre un indicateur de l&rsquo;efficacit\u00c3\u00a9 de l&rsquo;annonce \u00c3\u00a0 convertir l&rsquo;int\u00c3\u00a9r\u00c3\u00aat initial en candidatures concr\u00c3\u00a8tes.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-e8c4beb\" id=\"span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\" data-block-id=\"e8c4beb\"><h3 class=\"stk-block-heading__text\"><span style=\"color: #00b4dd;\" class=\"stk-highlight\"><strong>Les KPI pour \u00c3\u00a9valuer la performance de vos sources de recrutement <\/strong><\/span><\/h3><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-0838545\" data-block-id=\"0838545\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">5. Nombre de candidatures \/ source :<\/span> <\/strong>En analysant le nombre de CV re\u00c3\u00a7us par le biais de chaque canal de diffusion d&rsquo;annonce (sites d&#8217;emploi, LinkedIn, base de donn\u00c3\u00a9es interne, page carri\u00c3\u00a8re), vous pouvez d\u00c3\u00a9terminer quelles sources sont les plus efficaces pour attirer des candidats.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-9427e25\" data-block-id=\"9427e25\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">6. Nombre de candidats sur la shortlist (= liste des candidats prometteurs) \/ source :<\/span><\/strong> Similaire \u00c3\u00a0 la statistique pr\u00c3\u00a9c\u00c3\u00a9dente, cette mesure vous emm\u00c3\u00a8ne un cran plus loin. Alors qu\u00e2\u20ac\u2122une source de recrutement peut s\u00e2\u20ac\u2122av\u00c3\u00a9rer rapporter davantage de candidatures, il se peut qu\u00e2\u20ac\u2122une autre g\u00c3\u00a9n\u00c3\u00a8re plus de candidats de qualit\u00c3\u00a9, c.\u00c3\u00a0.d. ceux que vous placez dans la shortlist. En fonction des diff\u00c3\u00a9rentes \u00c3\u00a9tapes de votre processus de recrutement, vous pouvez \u00c3\u00a9galement analyser le nombre de candidats \u00c3\u00a0 chaque \u00c3\u00a9tape par source. <\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-6ddfd59\" id=\"span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\" data-block-id=\"6ddfd59\"><h3 class=\"stk-block-heading__text\"><span style=\"color: #00b4dd;\" class=\"stk-highlight\"><strong>Les KPIs pour surveiller l&rsquo;efficacit\u00c3\u00a9 de votre processus de recrutement<\/strong><\/span><\/h3><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-bc421be\" data-block-id=\"bc421be\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">7. Nombre d&rsquo;entretiens \/ position ouverte : <\/span><\/strong>Le nombre d&rsquo;entretiens peut servir de barom\u00c3\u00a8tre pour \u00c3\u00a9valuer l&rsquo;int\u00c3\u00a9r\u00c3\u00aat suscit\u00c3\u00a9 par une fonction ouverte, en donnant une id\u00c3\u00a9e du nombre de candidats jug\u00c3\u00a9s pertinents pour le poste. Cependant, au-del\u00c3\u00a0 de cette premi\u00c3\u00a8re analyse, il r\u00c3\u00a9v\u00c3\u00a8le \u00c3\u00a9galement la capacit\u00c3\u00a9 du processus de recrutement \u00c3\u00a0 identifier les bons candidats d\u00c3\u00a8s les premi\u00c3\u00a8res \u00c3\u00a9tapes du processus.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-fec0d13\" data-block-id=\"fec0d13\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">8. Time to fill:<\/span> <\/strong>Il s\u00e2\u20ac\u2122agit du d\u00c3\u00a9lai entre l\u00e2\u20ac\u2122ouverture de la fonction et la signature du contrat. Mesurer le temps n\u00c3\u00a9cessaire pour remplir un poste offre des informations sur l&rsquo;efficacit\u00c3\u00a9 globale du processus de recrutement. Un time to fill \u00c3\u00a9lev\u00c3\u00a9 peut signifier que votre processus de recrutement comporte trop d\u00e2\u20ac\u2122\u00c3\u00a9tapes ou que la communication en interne manque de fluidit\u00c3\u00a9. Afin de faire preuve d\u00e2\u20ac\u2122agilit\u00c3\u00a9 face aux potentielles urgences internes, il est cl\u00c3\u00a9 de garder le time to fill \u00c3\u00a0 un niveau raisonnable.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-f35315b\" id=\"span-style-color-00-b-4-dd-class-stk-highlight-strong-kp-is-for-monitoring-the-relevance-of-your-recruitment-sources-strong-span\" data-block-id=\"f35315b\"><h3 class=\"stk-block-heading__text\"><span style=\"color: #00b4dd;\" class=\"stk-highlight\"><strong>Les KPI pour \u00c3\u00a9valuer l&rsquo;exp\u00c3\u00a9rience candidat<\/strong><\/span><\/h3><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-ec34b57\" data-block-id=\"ec34b57\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">9. Time to hire:<\/span><\/strong> Similaire au time to fill, cette mesure prend la perspective du candidat. Elle mesure le temps qui s\u00e2\u20ac\u2122\u00c3\u00a9coule entre l\u00e2\u20ac\u2122instant o\u00c3\u00b9 le candidat d\u00c3\u00a9pose sa candidature et celui o\u00c3\u00b9 il signe le contrat. La multiplicit\u00c3\u00a9 des \u00c3\u00a9tapes, des feedbacks qui tardent \u00c3\u00a0 arriver, des prises de d\u00c3\u00a9cisions lentes constituent autant de facteurs susceptibles d&rsquo;augmenter significativement votre time-to-hire. Le risque majeur est de frustrer les candidats engag\u00c3\u00a9s, les poussant \u00c3\u00a0 explorer d&rsquo;autres opportunit\u00c3\u00a9s de recrutement et, par cons\u00c3\u00a9quent, \u00c3\u00a0 les perdre.\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-7a0709e\" data-block-id=\"7a0709e\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">10. Taux d&rsquo;acceptation des offres (nombre d&rsquo;offres accept\u00c3\u00a9es \/ nombre d&rsquo;offres envoy\u00c3\u00a9es) : <\/span><\/strong>Cette mesure vous permet de d\u00c3\u00a9terminer si vos offres salariales sont comp\u00c3\u00a9titives. Elles pourraient \u00c3\u00a9galement en dire plus sur votre capacit\u00c3\u00a9 \u00c3\u00a0 s\u00c3\u00a9curiser l\u00e2\u20ac\u2122engagement de vos candidats tout au long de votre processus de recrutement.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-a4a973e\" data-block-id=\"a4a973e\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">11. Net Promoter Score: <\/span><\/strong>Cette m\u00c3\u00a9trique, largement utilis\u00c3\u00a9e pour \u00c3\u00a9valuer la satisfaction client, permet de mesurer l&rsquo;exp\u00c3\u00a9rience candidat facilement. Le NPS est bas\u00c3\u00a9 sur une question simple qui demande aux participants de noter, sur une \u00c3\u00a9chelle de 0 \u00c3\u00a0 10, la probabilit\u00c3\u00a9 qu&rsquo;ils recommandent une entreprise ou un service \u00c3\u00a0 leurs amis ou coll\u00c3\u00a8gues.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-image stk-block-image has-text-align-left stk-block stk-731d0e5\" data-block-id=\"731d0e5\"><style>.stk-731d0e5 .stk-img-wrapper{width:79% !important;height:249px !important}<\/style><figure><span class=\"stk-img-wrapper stk-image--shape-stretch\"><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-11455 lazyload\" data-src=\"https:\/\/talentfinder.mathieulancelle.be\/wp-content\/uploads\/2024\/01\/1-1.png\" width=\"1920\" height=\"708\" alt=\"1\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 1920px; --smush-placeholder-aspect-ratio: 1920\/708;\" \/><noscript><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-11455\" src=\"https:\/\/talentfinder.mathieulancelle.be\/wp-content\/uploads\/2024\/01\/1-1.png\" width=\"1920\" height=\"708\" alt=\"1\"\/><\/noscript><\/span><\/figure><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-4528b2a\" data-block-id=\"4528b2a\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">12. Questionnaire de satisfaction :<\/span> <\/strong>Vous pouvez obtenir des pistes d\u00e2\u20ac\u2122am\u00c3\u00a9lioration int\u00c3\u00a9ressantes en sondant directement les candidats. Que les questions donnent lieu \u00c3\u00a0 des r\u00c3\u00a9sultats quantitatifs ou qualitatifs, votre volont\u00c3\u00a9 de vous am\u00c3\u00a9liorer sera largement appr\u00c3\u00a9ci\u00c3\u00a9e par les candidats. <\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-cc8697f\" id=\"span-style-color-00-b-4-dd-class-stk-highlight-strong-les-kpi-pour-evaluer-linclusivite-de-votre-processus-de-recrutement-strong-span\" data-block-id=\"cc8697f\"><h3 class=\"stk-block-heading__text\"><span style=\"color: #00b4dd;\" class=\"stk-highlight\"><strong>Les KPI pour \u00c3\u00a9valuer l&rsquo;inclusivit\u00c3\u00a9 de votre processus de recrutement<\/strong><\/span><\/h3><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-cd78158\" data-block-id=\"cd78158\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">13. Pourcentage de candidats par genre : <\/span><\/strong>Cette statistique est essentielle pour \u00c3\u00a9valuer la capacit\u00c3\u00a9 de votre entreprise \u00c3\u00a0 attirer des candidats diversifi\u00c3\u00a9s. Des variations importantes dans le pourcentage de candidats par genre pour certains postes ou niveaux hi\u00c3\u00a9rarchiques peuvent signaler des d\u00c3\u00a9fis sp\u00c3\u00a9cifiques. Mais cela ne s&rsquo;arr\u00c3\u00aate pas l\u00c3\u00a0. Il s&rsquo;agit aussi de savoir jusqu&rsquo;o\u00c3\u00b9 ils arrivent dans votre processus de recrutement. Vous pouvez ainsi d\u00c3\u00a9celer tout parti pris, par exemple lors de la phase de screening, d\u00a0\u00bbentretien, etc. et agir en cons\u00c3\u00a9quence.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-09ed652\" data-block-id=\"09ed652\"><p class=\"stk-block-text__text\"><strong><span style=\"color: #00b4dd;\" class=\"stk-highlight\">14. Percentage de candidats par tranche d&rsquo;\u00c3\u00a2ge : <\/span><\/strong>Cette m\u00c3\u00a9trique permet de visualiser la diversit\u00c3\u00a9 des \u00c3\u00a2ges parmi les candidats et de d\u00c3\u00a9terminer si l&rsquo;entreprise attire des talents issus de diff\u00c3\u00a9rentes g\u00c3\u00a9n\u00c3\u00a9rations. <\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-b8b0fa5\" data-block-id=\"b8b0fa5\"><p class=\"stk-block-text__text\"><strong>L&rsquo;analyse des KPIs \u00c3\u00a0 diff\u00c3\u00a9rents niveaux, que ce soit par recruteur, par cat\u00c3\u00a9gorie de fonction, ou de mani\u00c3\u00a8re globale, rev\u00c3\u00aat une importance capitale pour tirer des conclusions \u00c3\u00a9clair\u00c3\u00a9es et donner un sens aux mesures du processus de recrutement.\u00c2\u00a0\u00c2\u00a0\u00c2\u00a0<\/strong><\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-349640c\" data-block-id=\"349640c\"><p class=\"stk-block-text__text\">En examinant les performances individuelles des recruteurs, on contextualise les r\u00c3\u00a9sultats dans le cadre global du recrutement, facilitant l&rsquo;identification des opportunit\u00c3\u00a9s d&rsquo;am\u00c3\u00a9lioration sp\u00c3\u00a9cifiques. L&rsquo;analyse par cat\u00c3\u00a9gorie de fonction r\u00c3\u00a9v\u00c3\u00a8le des tendances sectorielles, permettant d&rsquo;adapter les strat\u00c3\u00a9gies de recrutement, tandis qu&rsquo;une perspective globale d\u00c3\u00a9voile des corr\u00c3\u00a9lations complexes et des facteurs de succ\u00c3\u00a8s g\u00c3\u00a9n\u00c3\u00a9raux.<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-heading stk-block-heading stk-block-heading--v2 stk-block stk-ac1d4a3\" id=\"strong-comment-generer-ces-statistiques-strong\" data-block-id=\"ac1d4a3\"><h2 class=\"stk-block-heading__text\"><strong>Comment g\u00c3\u00a9n\u00c3\u00a9rer ces statistiques ? <\/strong><\/h2><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Utiliser un ATS<\/strong> : L&rsquo;<a href=\"https:\/\/talentfinder.mathieulancelle.be\/fr\/\">ATS<\/a> permet de centraliser et d&rsquo;analyser efficacement les donn\u00c3\u00a9es de recrutement. Tout est au m\u00c3\u00aame endroit ! Vous n\u00e2\u20ac\u2122avez plus besoin de passer d\u00e2\u20ac\u2122une plateforme \u00c3\u00a0 l\u00e2\u20ac\u2122autre.\u00c2\u00a0\u00c2\u00a0<\/li>\n\n\n\n<li><strong>Tenir ses processus \u00c3\u00a0 jour dans son ATS : <\/strong>Un ATS vous permet d\u00e2\u20ac\u2122\u00c3\u00a9tablir vos propres workflows, bas\u00c3\u00a9s sur votre r\u00c3\u00a9alit\u00c3\u00a9. Il est cependant important de tenir chacun de vos processus de recrutement \u00c3\u00a0 jour, afin de garantir la conformit\u00c3\u00a9 de vos donn\u00c3\u00a9es.&nbsp;&nbsp;<\/li>\n\n\n\n<li><strong>Choisir les KPIs pertinents<\/strong> : Vous ne pouvez pas tout surveiller. Il est important de vous focaliser sur les donn\u00c3\u00a9es que vous consid\u00c3\u00a9rez \u00c3\u00aatre votre priorit\u00c3\u00a9.&nbsp;<\/li>\n\n\n\n<li><strong>Visualiser les donn\u00c3\u00a9es r\u00c3\u00a9guli\u00c3\u00a8rement dans un outil de reporting.<\/strong>&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>D\u00c3\u00a9finir des objectifs SMART<\/strong> sur base de votre situation actuelle et de celle que vous souhaitez atteindre.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-stackable-spacer stk-block-spacer stk--no-padding stk-block stk-a435876\" data-block-id=\"a435876\"><style>.stk-a435876{height:24px !important}<\/style><\/div>\n\n\n\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-816cb07\" data-block-id=\"816cb07\"><p class=\"stk-block-text__text\">Plus d&rsquo;excuses ! Vous avez maintenant toutes les cl\u00c3\u00a9s pour embrasser ces donn\u00c3\u00a9es, affiner votre strat\u00c3\u00a9gie, et faire de l\u00e2\u20ac\u2122am\u00c3\u00a9lioration continue votre priorit\u00c3\u00a9. &#x1f3af;\u00c2\u00a0<\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-call-to-action stk-block-call-to-action stk-block stk-76d3792 stk-block-background is-style-default\" data-v=\"2\" data-block-id=\"76d3792\"><style>.stk-76d3792{background-color:#f9c5b7ff !important;border-radius:41px !important;overflow:hidden !important;box-shadow:0px 10px 60px rgba(0,0,0,0.1) !important;max-width:693px !important;padding-top:0px !important;padding-right:0px !important;padding-bottom:0px !important;padding-left:0px !important;margin-right:auto !important;margin-left:auto !important}.stk-76d3792:before{background-color:#f9c5b7ff !important}.stk-76d3792-container{background-color:#ffffff !important;border-radius:0px !important;overflow:hidden !important;box-shadow:0px 70px 90px -20px rgba(72,73,121,0.30) !important}.stk-76d3792-container:before{background-color:#ffffff !important}<\/style><div class=\"stk-block-call-to-action__content stk-content-align stk-76d3792-column stk-container stk-76d3792-container stk-hover-parent\"><div class=\"has-text-align-center stk-block-content stk-inner-blocks stk-76d3792-inner-blocks\">\n<div class=\"wp-block-stackable-text stk-block-text stk-block stk-1f1ddcf\" id=\"span-style-color-0-f-3-d-4-d-class-stk-highlight-strong-centralize-and-optimize-the-use-of-your-recruitment-sources-with-talent-finder-strong-span\" data-block-id=\"1f1ddcf\"><style>.stk-1f1ddcf .stk-block-text__text{font-size:23px !important}@media screen and (max-width:1023px){.stk-1f1ddcf .stk-block-text__text{font-size:23px !important}}<\/style><p class=\"stk-block-text__text\"><strong><span style=\"color: #0f3d4d;\" class=\"stk-highlight\">Vous souhaitez d\u00c3\u00a9couvrir comment Talent finder peut vous aider \u00c3\u00a0 collecter et analyser vos KPIs ? <\/span><\/strong><span style=\"color: #0f3d4d;\" class=\"stk-highlight\">&#x1f4ca;<\/span><\/p><\/div>\n\n\n\n<div class=\"wp-block-stackable-button-group stk-block-button-group stk-block stk-e23ac10\" data-block-id=\"e23ac10\"><div class=\"stk-row stk-inner-blocks stk-block-content stk-button-group\">\n<div class=\"wp-block-stackable-button stk-block-button stk-block stk-3fc5801\" data-block-id=\"3fc5801\"><style>.stk-3fc5801{min-height:0px !important;padding-top:0px !important;padding-right:0px !important;padding-bottom:0px !important;padding-left:0px !important}.stk-3fc5801 .stk-button{padding-top:6px !important;padding-bottom:6px !important;background:#ffb300 !important;border-top-left-radius:10px !important;border-top-right-radius:10px !important;border-bottom-right-radius:10px !important;border-bottom-left-radius:10px !important}.stk-3fc5801 .stk-button__inner-text{font-size:20px !important}@media screen and (max-width:1023px){.stk-3fc5801 .stk-button__inner-text{font-size:20px !important}}<\/style><a class=\"stk-link stk-button stk--hover-effect-darken\" href=\"https:\/\/bit.ly\/3u2tp4M\" target=\"_blank\" rel=\"noreferrer noopener\"><span class=\"stk-button__inner-text\"><strong>Je r\u00c3\u00a9serve une d\u00c3\u00a9mo !<\/strong><\/span><\/a><\/div>\n<\/div><\/div>\n<\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":8,"featured_media":11939,"template":"","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[],"class_list":["post-11453","_dfib_cpt_news","type-_dfib_cpt_news","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>14 KPI de Recrutement \u00c3\u00a0 surveiller pour un processus d&#039;embauche optimis\u00c3\u00a9<\/title>\n<meta name=\"description\" content=\"Dans cet article, nous 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