Track ERG impact on recruitment by analyzing diversity changes in candidate pipelines, referral rates, new hire surveys, and time-to-hire for underrepresented groups. Also assess employer branding, retention of ERG-referred hires, recruitment funnel analytics, ERG-Talent Acquisition collaboration, testimonials, and candidate experience improvements.
How Can Organizations Measure the Impact of ERG Involvement on Recruitment Outcomes?
AdminTrack ERG impact on recruitment by analyzing diversity changes in candidate pipelines, referral rates, new hire surveys, and time-to-hire for underrepresented groups. Also assess employer branding, retention of ERG-referred hires, recruitment funnel analytics, ERG-Talent Acquisition collaboration, testimonials, and candidate experience improvements.
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Track Candidate Pipeline Diversity Over Time
Organizations can measure the impact of ERG involvement on recruitment by analyzing the diversity metrics of their candidate pipeline before and after ERG initiatives. By comparing increases in underrepresented groups' applications and hires, companies can identify correlations between ERG activities and recruitment outcomes.
Analyze Referral Rates from ERG Members
Measuring the number and quality of referrals made by ERG members provides insight into their impact on recruitment. Tracking how many referred candidates progress through the hiring process and ultimately get hired can help quantify the ERG’s influence.
Conduct New Hire Surveys on ERG Influence
After onboarding, surveying new employees about their recruitment experience and whether ERGs impacted their decision to join can offer qualitative data on effectiveness. Understanding if ERG presence made the organization more attractive helps measure ERG impact on talent attraction.
Monitor Time-to-Hire for Diverse Candidates
Organizations can evaluate whether ERG involvement helps reduce time-to-hire for candidates from underrepresented groups. Shorter hiring cycles could indicate improved engagement and trust facilitated by ERG members during recruitment.
Assess Employer Branding and Outreach Effectiveness
ERG participation in career fairs, networking events, and social media outreach can be tracked through engagement metrics like event attendance, social shares, and applications resulting from these channels. This data helps quantify ERG-driven employer branding impacts on recruitment.
Compare Retention Rates of ERG-Referred Hires
Retention metrics for hires who were recruited through ERG initiatives versus other channels can demonstrate long-term recruitment effectiveness. Higher retention among ERG-referred employees suggests better cultural fit and engagement stemming from ERG involvement.
Use Recruitment Funnel Analytics by Demographics
By integrating ERG efforts into recruitment funnel analytics, organizations can track conversion rates from application to offer acceptance within target demographics. Improvements in these rates post-ERG engagement indicate positive recruitment impact.
Evaluate Collaboration Between ERGs and Talent Acquisition Teams
Documenting and assessing how ERGs partner with recruiters—such as co-hosting hiring events—can provide insights into process improvements and outcomes. Measuring recruitment outcomes from these joint activities shows direct impact.
Leverage Employee Resource Group Testimonials for Recruitment Marketing
Collecting testimonials and success stories from ERG members about their recruitment experiences and sharing them in marketing materials can attract diverse talent. Tracking candidate engagement originating from these materials helps measure ERG influence.
Monitor Changes in Candidate Experience Scores
Tracking candidate experience feedback specifically related to interactions with ERG members during recruitment can help quantify improvements in candidate perception and satisfaction. Positive shifts in these metrics reflect ERG’s role in enhancing recruitment outcomes.
What else to take into account
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