Track metrics like percentage of women applicants, female offer acceptance and retention rates, feedback, referral and sourcing funnel stats, social media sentiment, time to fill, participation in EVP initiatives, and increases in hires to gauge and improve EVP impact for women in tech.
What Metrics Can Organizations Use to Measure the Impact of Their EVP on Attracting Women in Tech?
AdminTrack metrics like percentage of women applicants, female offer acceptance and retention rates, feedback, referral and sourcing funnel stats, social media sentiment, time to fill, participation in EVP initiatives, and increases in hires to gauge and improve EVP impact for women in tech.
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Gender-Diverse Applicant Ratio
Organizations can track the percentage of women applicants for tech roles before and after implementing changes to their Employee Value Proposition (EVP). This metric enables direct measurement of whether the EVP is attracting more women by comparing applicant pools over time.
Female Offer Acceptance Rate
Measuring the rate at which female tech candidates accept job offers helps assess the EVP's attractiveness and effectiveness. A rising acceptance rate suggests that the organization's EVP resonates well with women candidates.
Candidate Experience Feedback Women in Tech Focus
Gathering feedback from female candidates specifically about perceptions of the EVP and recruitment process can identify strengths and improvement areas. This can be done through post-interview surveys or anonymized feedback forms targeting women applicants.
Social Media and Employer Brand Sentiment Analysis
Analyzing the sentiment and engagement on employer branding campaigns targeted at women in tech (via platforms like LinkedIn, Twitter, and Glassdoor) can provide qualitative and quantitative data on how the EVP is perceived externally by this group.
Internal Referral Rate by Women Employees
By tracking how often current women employees refer other women for tech roles, organizations can gauge how compelling the EVP is to current staff and their networks, indicating advocacy and satisfaction.
Diversity Sourcing Funnel Metrics
Monitoring the progression of women through each stage of the recruitment funnel—from initial sourcing, to interview, to offer—helps pinpoint where the EVP is attracting or losing female talent and allows for targeted improvements.
Time to Fill for Women in Tech Roles
Comparing the average time taken to fill tech positions with female candidates to industry benchmarks or prior periods elucidates whether job attractiveness (influenced by the EVP) is improving.
Retention Rate of Female Hires in Tech
Tracking the retention rate of women hired into tech roles over one and two-year periods can signal whether the EVP is making a sustained positive impression both at hiring and post-onboarding.
Percentage Increase in Women Tech Hires
Organizations can measure year-over-year or campaign-over-campaign increases in the share of women hired for tech positions, attributing improvements to EVP changes designed to attract female talent.
Participation in Women-in-Tech EVP Campaigns
Assessing registrations and active participation of women in tech-focused EVP initiatives (such as webinars, mentorship programs, or diversity recruitment events) provides concrete usage data on EVP effectiveness and reach among this target group.
What else to take into account
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