Unlocking the True ROI of School Recruitment

Maximising recruitment ROI in education requires a strategic approach, going beyond basic metrics to focus on key factors that drive long-term success

CREDIT: This is an edited version of an article that originally appeared on The HR Director

Schools are investing significant resources in recruitment and retention, but many may not fully understand the return on investment (ROI). New data reveals that fewer than a quarter (24%) of schools track the ROI of their recruitment efforts, and only 31% of those who monitor staff turnover calculate the cost of losing employees.

Measuring recruitment effectiveness requires more than just tracking basic metrics. To maximise ROI, school business managers need a more strategic approach.

Time to Fill
Time to fill a position is an important metric, but its impact on ROI is often overlooked. Delays in hiring can lead to disruptions in school operations, increased workload for existing staff and missed opportunities for student engagement. Reducing time to fill improves efficiency, as every day a position remains open can result in increased costs, such as overtime or delays in school programs. To measure time to fill more effectively, break it down into stages: sourcing candidates, engaging with them, conducting interviews, securing offer acceptance and onboarding. This segmented approach helps identify bottlenecks and streamline the hiring process.

Cost per Hire
Cost per hire (CPH) is another key metric that covers both direct and indirect costs. Direct costs include advertising, recruitment agency fees and technology tools, while indirect costs involve onboarding, training and lost productivity during a new hire’s transition. To assess recruitment campaign effectiveness, link CPH with advertising metrics such as click-through rates (CTR). If a campaign has a high CTR but low conversion, it might indicate that job descriptions or recruitment pages need improvement.

Quality of Hire
Ultimately, the quality of hire (QoH) is the most crucial recruitment metric for schools. A poor hire can lead to reduced educational outcomes and increased turnover, which can cost up to 30% of the annual salary for a position. Key indicators of QoH include performance ratings, which compare new hire performance to established benchmarks, and retention rates, which track how long new hires stay and advance within the school. High-quality hires, focusing on both skills and cultural fit, help reduce turnover, improve school performance and stabilise staff retention, leading to better long-term ROI for schools.

By adopting a more strategic approach to recruitment, school business managers can improve efficiency, maximise ROI, reduce turnover and ultimately provide a better learning environment for students. Focusing on these key metrics will help schools make informed hiring decisions and improve staff stability.