{"id":507,"date":"2020-12-03T10:53:00","date_gmt":"2020-12-03T10:53:00","guid":{"rendered":"https:\/\/trustcruit.wpenginepowered.com\/?p=507"},"modified":"2025-08-01T15:44:08","modified_gmt":"2025-08-01T15:44:08","slug":"recruitment-kpis-hiring-manager","status":"publish","type":"post","link":"https:\/\/www.trustcruit.com\/sv\/blogg\/recruitment-kpis-hiring-manager\/","title":{"rendered":"4 KPI:er inom rekrytering varje rekryterande chef b\u00f6r k\u00e4nna till"},"content":{"rendered":"<p>10 000-kronorsfr\u00e5gan blir d\u00e5, hur kan vi jobba med HR f\u00f6r att s\u00e4kerst\u00e4lla att vi rekryterar s\u00e5 effektivt som m\u00f6jligt?<\/p>\n\n\n\n<p><strong>Svar:<\/strong>&nbsp;KPI:er inom rekrytering<\/p>\n\n\n\n<p>Key performance indicators eller KPI:er som det f\u00f6rkortas, kan unders\u00f6kas i en dashboard f\u00f6r HR analytics s\u00e5 det blir l\u00e4ttare att med hj\u00e4lp av data utv\u00e4rdera:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hur framg\u00e5ngsrika rekryteringskampanjer \u00e4r<\/li>\n\n\n\n<li class=\"translation-block\">Kvalitet p\u00e5 kandidatupplevelsen<\/li>\n\n\n\n<li>F\u00f6rst\u00e5else om vilken typ av kandidater som h\u00e5ller h\u00f6g kvalitet<\/li>\n<\/ul>\n\n\n\n<p>\u2026bara f\u00f6r att n\u00e4mna n\u00e5gra.<\/p>\n\n\n\n<p>Kortfattat, n\u00e4r du b\u00f6rjar arbeta med KPI:er, s\u00e5 \u00e4r det l\u00e4ttare att fatta datadrivna beslut som f\u00f6rb\u00e4ttrar er rekryteringsprocess.<\/p>\n\n\n\n<p>Vilka KPI:er ska man d\u00e5 h\u00e5lla ett \u00f6ga p\u00e5? Forts\u00e4tt l\u00e4s s\u00e5 f\u00e5r du reda p\u00e5 det\u2026<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Kvalitet p\u00e5 rekryterade medarbetare (Quality of Employees Hired)<\/h2>\n\n\n\n<p>N\u00e4r du \u00e4r p\u00e5 jakt efter att anst\u00e4lla en ny kollega, vill du hitta kandidater som:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Passar in i arbetsplatskulturen<\/li>\n\n\n\n<li>Innehar de f\u00e4rdigheter och erfarenheter som beh\u00f6vs f\u00f6r att g\u00f6ra ett bra jobb<\/li>\n\n\n\n<li>Verkligen \u00e4r den b\u00e4sta kandidaten f\u00f6r jobbet<\/li>\n<\/ul>\n\n\n\n<p>F\u00f6r att analysera huruvida dina rekryteringsprocesser uppfyller dessa krav, s\u00e5 m\u00e5ste du b\u00f6rja m\u00e4ta och f\u00f6lja upp dess kvalitet.<\/p>\n\n\n\n<p>Denna typ av KPI \u00e4r v\u00e4ldigt specifik f\u00f6r dig och din organisation. Varje bolag st\u00e4ller olika f\u00f6rv\u00e4ntningar och krav f\u00f6r vilken som \u00e4r den \u2018perfekta\u2019 kandidaten.<\/p>\n\n\n\n<p>Med det sagt, s\u00e5 finns det flera s\u00e4tta att m\u00e4ta kvaliteten p\u00e5 de som anst\u00e4lls. Till exempel kan du prata med chefer f\u00f6r att h\u00f6ra hur n\u00f6jda de \u00e4r med den anst\u00e4llde \u00f6verlag.<\/p>\n\n\n\n<p>Andra faktorer som man kan utv\u00e4rdera \u00e4r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hur v\u00e4l personen passar in i teamet<\/li>\n\n\n\n<li>Deras engagemang och attityd till arbetet och kollegor<\/li>\n\n\n\n<li>Resultatet av deras arbete<\/li>\n<\/ul>\n\n\n\n<p>Genom att m\u00e4ta kvaliteten p\u00e5 nyanst\u00e4llda kan du anv\u00e4nda detta som en m\u00e5ttstock f\u00f6r framtida behov av rekrytering. Denna typ av data ger dig en tydligare uppfattning om vilken den \u2018ideala kandidaten\u2019 \u00e4r \u2013 ex. deras egenskaper, erfarenhet, f\u00e4rdigheter mm. Med all denna information \u00e4r det mycket l\u00e4ttare att identifiera kandidater som med h\u00f6gre sannolikhet kan uppfylla ert bolags behov.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">2. Slutf\u00f6rda ans\u00f6kningar (Application Completion)<\/h2>\n\n\n\n<p>Det \u00e4r inte ovanligt att f\u00e5 in ofullst\u00e4ndiga ans\u00f6kningar eller att kandidater \u00f6verger processen helt och h\u00e5llet. Kanske tappar de intresset? Eller, s\u00e5 kanske l\u00e4ngden, formatet, designen p\u00e5 ans\u00f6kningsformul\u00e4ret f\u00e5r dom att l\u00e4mna?<\/p>\n\n\n\n<p>Jobbs\u00f6kande kr\u00e4ver en enkel ans\u00f6kningsprocess och kan d\u00e4rf\u00f6r avskr\u00e4ckas av invecklade och l\u00e5nga formul\u00e4r.<\/p>\n\n\n\n<p>Med h\u00e4nsyn till det s\u00e5 \u00e4r andelen slutf\u00f6rda ans\u00f6kningar en viktig KPI att f\u00f6lja. N\u00e4mligen f\u00f6r att du l\u00f6per en stor risk att f\u00f6rlora toppkandidater om de inte \u00e4r n\u00f6jda med ans\u00f6kningsprocessen.<\/p>\n\n\n\n<p>Om andelen slutf\u00f6rda ans\u00f6kningar \u00e4r l\u00e5g (eller om du bara vill f\u00f6rb\u00e4ttra siffrorna), se \u00f6ver er nuvarande an\u00f6kningsprocess. G\u00f6r sedan de viktigaste f\u00f6r\u00e4ndringarna f\u00f6r att s\u00e4kerst\u00e4lla att den \u00e4r s\u00e5 kort och koncis som m\u00f6jligt.<\/p>\n\n\n\n<p class=\"translation-block\">Visste du till exempel att ans\u00f6kningsgraden (i snitt) \u00f6kar med <a href=\"https:\/\/www.smallbizgenius.net\/by-the-numbers\/recruitment-statistics\/#gref\" target=\"_blank\" rel=\"noreferrer noopener\">34%<\/a> n\u00e4r en jobbannons inneh\u00e5ller en video? S\u00e5, vill du f\u00f6rb\u00e4ttra denna KPI, \u00e4r detta ett bra f\u00f6rsta steg!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3. Kandidatn\u00f6jdhet<\/h2>\n\n\n\n<p class=\"translation-block\">N\u00e4r en rekryteringsprocess \u00e4r avslutad beh\u00f6ver man feedback fr\u00e5n ans\u00f6kanden. Skicka ut en enk\u00e4t f\u00f6r att f\u00e5 reda p\u00e5 vad de tycker om ans\u00f6kningsprocessen och om de \u00e4r n\u00f6jda.<\/p>\n\n\n\n<p class=\"translation-block\">Med denna feeback kan du sedan ta action p\u00e5 de f\u00f6rb\u00e4ttringar som beh\u00f6vs g\u00f6ras. I det l\u00e5nga loppet kommer detta st\u00e4rka ert employer brand och \u00f6ka antalet slutf\u00f6rda ans\u00f6kningar \u2013 win-win!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"877\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/clock-table-time-to-hire-recruitment-1024x877.jpg\" alt=\"\" class=\"wp-image-508\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/clock-table-time-to-hire-recruitment-1024x877.jpg 1024w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/clock-table-time-to-hire-recruitment-980x839.jpg 980w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/clock-table-time-to-hire-recruitment-480x411.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">4. Tiden det tar att slutf\u00f6ra en rekrytering (time to hire)<\/h2>\n\n\n\n<p>Generellt sett, desto snabbare du slutf\u00f6r en rekrytering, desto b\u00e4ttre. S\u00e5klart tar det olika l\u00e5ng tid att fylla en position beroende p\u00e5 roll och bransch.<\/p>\n\n\n\n<p>Till exempel, att hitta en praktikant tar inte lika l\u00e5ng tid som att hitta en h\u00f6gt uppsatt chef. I slut\u00e4ndan \u00e4r det dock engagemang, erfarenhet och ansvar som kommer avg\u00f6ra om du \u00e4r kommer l\u00e4gga tid och resurser p\u00e5 att hitta r\u00e4tt kandidat.<\/p>\n\n\n\n<p>F\u00f6r den oinitierade \u00e4r \u2018time to hire\u2019 en KPI som omfattar hela rekryteringsprocessen. Fr\u00e5n jobbannons, urval, att intervju kandidater och till slut anst\u00e4lla en kandidat.<\/p>\n\n\n\n<p>Genom att m\u00e4ta time to hire i er rekryteringsprocess, fr\u00e5n start till m\u00e5l, kommer ni f\u00e5 en tydligare uppfattning om den budget som kr\u00e4vs f\u00f6r att anst\u00e4lla n\u00e4sta kandidat. Denna KPI \u00e4r ocks\u00e5 en viktig indikator f\u00f6r att avg\u00f6ra huruvida man beh\u00f6ver snabba p\u00e5 processen. Finns det delar som kan automatiseras? Anv\u00e4nder ni HR analytics fullt ut? Finns det steg i rekryteringsprocessen som kan f\u00f6rfinas? Och s\u00e5 vidare\u2026<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u00c4r ni redo att b\u00f6rja anv\u00e4nda KPI:er i er rekryteringsprocess?<\/h2>\n\n\n\n<p>Jag hoppas att du efter att ha l\u00e4st denna artikel har en b\u00e4ttre uppfattning om vilka KPI:er ni beh\u00f6ver fokusera p\u00e5. Sj\u00e4lvklart finns det m\u00e5nga fler att v\u00e4lja fr\u00e5n, men \u00e4r du ny f\u00f6r HR analytics, s\u00e5 \u00e4r dessa en bra start.<\/p>","protected":false},"excerpt":{"rendered":"<p>Att h\u00e5lla interna processer effektiva \u00e4r v\u00e4ldigt viktigt f\u00f6r i princip alla fram\u00e5tstr\u00e4vande f\u00f6retag som vill konkurrera, utvecklas och blomstra \u2013 och rekrytering \u00e4r inte n\u00e5got undantag.<\/p>","protected":false},"author":2,"featured_media":509,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-507","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ 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