function calculateRecruitmentMetrics() {
// Get inputs
var applicants = document.getElementById('totalApplicants').value;
var screened = document.getElementById('screenedCandidates').value;
var interviews = document.getElementById('interviewsConducted').value;
var offers = document.getElementById('offersExtended').value;
var accepted = document.getElementById('offersAccepted').value;
var errorDisplay = document.getElementById('errorDisplay');
var resultsDiv = document.getElementById('results');
// Reset error
errorDisplay.style.display = 'none';
errorDisplay.innerHTML = ";
// Parsing
applicants = parseFloat(applicants);
screened = parseFloat(screened);
interviews = parseFloat(interviews);
offers = parseFloat(offers);
accepted = parseFloat(accepted);
// Validation
if (isNaN(applicants) || applicants applicants || interviews > screened || offers > interviews || accepted > offers) {
errorDisplay.innerHTML = "Warning: Determine numbers seem illogical (e.g., Hires > Offers). Please check your inputs.";
errorDisplay.style.display = 'block';
// We calculate anyway, but show warning
}
// Calculations
var screeningRate = 0;
if (applicants > 0) screeningRate = (screened / applicants) * 100;
var interviewRate = 0;
if (screened > 0) interviewRate = (interviews / screened) * 100;
var offerRate = 0;
if (interviews > 0) offerRate = (offers / interviews) * 100;
var acceptanceRate = 0;
if (offers > 0) acceptanceRate = (accepted / offers) * 100;
var overallRate = 0;
if (applicants > 0) overallRate = (accepted / applicants) * 100;
// Yield Calculation (1 Hire per X Applicants)
var yieldRatio = 0;
if (accepted > 0) {
yieldRatio = Math.round(applicants / accepted);
}
// Display Results
document.getElementById('resScreeningRate').innerHTML = screeningRate.toFixed(2) + "%";
document.getElementById('resInterviewRate').innerHTML = interviewRate.toFixed(2) + "%";
document.getElementById('resOfferRate').innerHTML = offerRate.toFixed(2) + "%";
document.getElementById('resAcceptanceRate').innerHTML = acceptanceRate.toFixed(2) + "%";
document.getElementById('resOverallConversion').innerHTML = overallRate.toFixed(2) + "%";
var yieldText = accepted > 0 ? "1 hire for every " + yieldRatio + " applicants" : "No hires recorded";
document.getElementById('yieldRatioText').innerHTML = yieldText;
resultsDiv.style.display = 'block';
}
Understanding Recruitment Conversion Rates
The Recruitment Conversion Rate is a vital KPI for HR professionals and talent acquisition teams. It measures the effectiveness of your hiring funnel by calculating the percentage of candidates who move from one stage of the recruitment process to the next. Unlike simple "time-to-fill" metrics, conversion rates identify exactly where you are losing talent.
The 5 Key Hiring Funnel Metrics
This calculator breaks down your recruitment process into five distinct stages to provide granular insights:
Applicant to Screened Ratio: Indicates the quality of your sourcing. A low percentage here suggests your job description may be attracting unqualified candidates.
Screened to Interview Ratio: Measures the effectiveness of your screening process.
Interview to Offer Ratio: Reflects the strictness of your interview process and the quality of candidates reaching this stage.
Offer Acceptance Rate: Perhaps the most critical metric; it measures how attractive your offers are compared to the market.
Overall Conversion Rate: The total percentage of applicants who become employees.
Formulas Used in This Calculator
We use standard yield ratio formulas to determine the efficiency of each stage:
Stage Conversion Rate = (Candidates in Current Stage / Candidates in Previous Stage) × 100
Yield Ratio = Total Applicants / Total Hires (expressed as 1:X)
Recruitment Industry Benchmarks
While conversion rates vary significantly by industry and role type (e.g., retail vs. software engineering), typical benchmarks often look like this:
Applicant to Interview: 12% – 20%
Interview to Offer: 15% – 25%
Offer Acceptance Rate: 65% – 80%
Overall Applicant to Hire: 0.5% – 4%
How to Improve Your Numbers
If your Offer Acceptance Rate is low (below 70%), consider reviewing your compensation packages or the speed at which you make offers. If your Applicant to Screened rate is low, refine your job descriptions to discourage unqualified applicants or improve your sourcing channels.
Use this calculator monthly to track the health of your recruitment pipeline and optimize your hiring strategy.