Wandify

💬 Recruiter Says..

Most recruiting advice you hear is sanitized corporate speak. This isn't.
Tetyana Kraynyk shared her unfiltered experience about what really happens in recruiting.
No fluff,
No theory – just raw insights from someone placing candidates daily.

Her real-world experience, not textbook theories.
Swipe through for how recruiting actually works 👉

Your recruitment process can make or break your hiring success.

Experienced recruiters track key metrics to understand:
✓ Which sources deliver quality candidates
✓ Where bottlenecks slow down their process
✓ Why candidates accept or decline offers
✓ How to continuously improve results

These metrics give you the insights you need to optimize every aspect of your hiring process ➡

1. TIME TO HIRE
↳ How to calculate: Days from first contact → offer acceptance
✔️ Example: First contact: Jan 10 Offer accepted/Jan 21 Time to hire = 11 days
❗Why it matters:
- Measure your selection process speed
- See where interviews slow down
- Keep candidates engaged
- Faster decisions = better results

2. TIME TO FILL
↳ How to calculate: Days from job posting → offer acceptance
✔️ Example: Job posted: Jan 1 → OfferAccepted: Jan 21/ Time to fill = 20 days
❗Why it matters:
- Measure overall process efficiency
- Compare with industry average (4.6 weeks)
- Identify sourcing bottlenecks
- Plan hiring timelines better

3. SOURCE EFFECTIVENESS
↳ How to calculate: (Quality hires from source ÷ Total candidates from source) × 100
✔️ Example:
Wandify: 15 hires ÷ 37 candidates × 100 = 41%
LinkedIn: 12 hires ÷ 48 candidates × 100 = 25%
Job board: 6 hires ÷ 83 candidates × 100 = 7%
❗ Why it matters:
- Stop wasting money on poor sources
- Double down on what works
- Improve overall hiring quality

4. CANDIDATES SCREENED PER HIRE
↳ How to calculate: Total candidates screened ÷ Number of hires
✔️ Example: Screened 30 candidates Made 2 hires Screened per hire = 15 candidates
❗ Why it matters:
- Check your selection efficiency
- Spot issues with job requirements
- Find problems in sourcing quality
- Identify difficult-to-fill positions

5. OFFER ACCEPTANCE RATE
↳ How to calculate: (Offers accepted ÷ Offers made) × 100
✔️ Example: Made 10 offers ÷ 8 accepted× 100: Acceptance rate = 80%
❗Why it matters:
- Check if your offers are competitive
- Spot problems in candidate expectations
- Improve salary/benefits strategy
- Fix issues in your closing process

6. CANDIDATE DROP-OFF RATE
↳ How to calculate: (Candidates who withdrew ÷ Total candidates in process) × 100
✔️ Example: 15 candidates withdrew from process ÷ 100 total candidates in pipeline = 15% drop-off rate
❗ Why it matters:
- Spot problems in your hiring process
- Identify stages where candidates quit
- Improve candidate experience
- Reduce time wasted on lost talent
______________
When did you start tracking metrics and what results did it bring?

5 HIDDEN MISTAKES that make A-players skip your job

↳ "Attention to detail is CRITICAL"
↳ "Must be passionate and driven"
↳ "Immediate start required"
Sound familiar? These phrases turn away top candidates.

👉 See all 5 + what to write instead
______________________
Which mistake do you see most often? Share below 👇

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