Why Metrics Matter
Most Tanzanian employers hire based on gut feeling and don't track recruitment performance. This leads to long vacancies, wasted budgets, and repeated hiring mistakes.
Tracking even a few key metrics transforms your hiring from guesswork into a data-informed process. Nafasi's employer dashboard provides several of these metrics automatically.
The 6 Metrics That Matter Most
**1. Time-to-hire** Days from posting to accepted offer. Tanzania average: 30-45 days for mid-level roles. Target: under 30 days.
**2. Cost-per-hire** Total recruitment spend divided by number of hires. Include platform fees, agency costs, interview time, and onboarding costs.
**3. Application-to-interview ratio** What percentage of applicants make it to the interview stage? If it's under 5%, your job description may be attracting the wrong candidates. If it's over 30%, your requirements may be too broad.
**4. Offer acceptance rate** What percentage of candidates accept your offers? A low rate (under 70%) signals compensation or culture issues.
**5. Source of hire** Which channels (Nafasi, LinkedIn, referrals, agencies) produce your best hires? Double down on what works.
**6. Quality of hire** How do new hires perform after 6 months? Track probation pass rates and first-year retention as proxies.
Using Data to Improve
**High time-to-hire?** Streamline your interview process. Reduce rounds, make faster decisions, and don't let weeks pass between stages.
**Low offer acceptance?** Benchmark your compensation against Nafasi salary data. Fix benefits gaps.
**Poor source quality?** Stop spending on channels that produce low-quality candidates. Invest more in channels that produce hires who stay.
**High early turnover?** Your hiring process may be misaligned with the actual role. Review job descriptions for accuracy and strengthen your onboarding.
Start tracking these metrics today — even a simple spreadsheet provides valuable insights over time.