Hello hello, it’s 2025 and I’m doing the summer edition TWIT this year! You’ve got me until the end of January (whooooop!) I was the January TWIT editor last year too, and I kicked off the year with the typical “sort out ya life” articles and resources (work-related, of course) that we all know and love. AND guess what … this year is NO different because it’s literally the best time to do that stuff. When your co-workers and clients are trickling back from their leave, you’re feeling refreshed and not yet jaded by whatever the year has in store for you. Confused about where to start? I got you!
I’ve put together a SUPER brief table below that you can use to guide your thinking, but you can obviously add in more. You can also do this solo for yourself, or with other people. In fact once you’ve got all the data below ready to go – you can use that to plan for 2025 with your team!
2024 Talent Post Mortem (Setting The Benchmark for 2025)
| Hiring Outcomes | Analyse Sourcing Strategies | Understand the Candidate Experience |
| Use this data to identify patterns/trends that worked well, and ones that didn’t. | Prioritise high-performing, sourcing channels, and identify areas for improvement. | Develop specific action items to address candidate pain points, and blow your candidate’s socks off with improvements |
| What was your overall quality of hire (based on performance reviews, retention rates, and manager feedback)? | Which sourcing channels generated the most qualified candidates? | What were the common themes in candidate feedback (positive and negative)? |
| What was your average time-to-hire and cost-per-hire for different roles? | What was the cost per qualified applicant for each source? | What were the biggest pain points for candidates during the application and interview process? |
| What was your offer acceptance rate? | What was the ROI of each sourcing channel? | Which communication methods were most effective? |
| What was the interview-to-offer ratio? | How effective were our social media campaigns in attracting talent? | How long did it take to respond to candidate inquiries? |
| What types of demographics were hired (diversity metrics)? | How much time was spent on each sourcing activity, and what was the return? | How can we improve candidate communication and provide a more positive experience? |
| Where did your successful candidates come from (source of hire, internally)? | Did we utilise any new technology or tools? If so, what was the impact? |
Below are articles and resources that might help gather all the info you need for your Post Mortem. Happy morteming ☺️
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20+ Key KPIs to Measure Recruitment Success
This isn’t just a big list of KPIs, it also has the “formula” used to measure them which is gold.
9 metrics to help you understand (and prioritise) DEI
Perhaps you haven’t been measuring these, and PERHAPS you wanna start this year? When US based companies are taking active (and very public) steps backwards in their DEI efforts (booooooo), now is the time to stand out from the crowd and ramp yours UP! But you can’t do that without setting that benchmark.
Recruitment Trends 2025: Insights from 29 Talent Leaders [Annual Report]
This is quite a good report that looks at sourcing trends that emerged in 2024, and will continue to grow in 2025. Like normalising AI utilisation (across recruiters and candidates), leveraging skill liquidity to tap into new talent pools, and a new term “Community-Led Recruitment” which focuses on community building rather than reactive sourcing/reachouts.
Skills-First: Reimagining the Labor Market and Breaking Down Barriers
How much skills-first hiring did you do last year? Would you be comfortable getting rid of CVs altogether and focusing on skills only, effectively increasing your candidate pools by 10x?! WOULD YOU?! I’ll just leave this here …
Korn Ferry: Talent Acquisition Trends for 2025
Internal mobility is on the rise, my friends. Making the most of what you have and upskilling your current workforce is the cost-effective, retention-building way to keep your workforce engaged AND stay ahead of the rapidly changing landscape. Get amongst it.
