{"id":36707,"date":"2025-11-12T15:57:02","date_gmt":"2025-11-12T14:57:02","guid":{"rendered":"https:\/\/www.lucca.fr\/magazine\/?p=36707"},"modified":"2026-05-07T13:44:04","modified_gmt":"2026-05-07T12:44:04","slug":"kpi-recrutement","status":"publish","type":"post","link":"https:\/\/www.lucca.fr\/magazine\/talents\/recrutement\/kpi-recrutement","title":{"rendered":"Recrutement : 10 KPI cl\u00e9s pour \u00e9valuer vos performances"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"36707\" class=\"elementor elementor-36707\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d94c265 e-flex e-con-boxed e-con e-parent\" data-id=\"d94c265\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f5a8ec3 elementor-widget elementor-widget-text-editor\" data-id=\"f5a8ec3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Pour optimiser votre <\/span><a href=\"https:\/\/www.lucca.fr\/magazine\/talents\/recrutement\/etape-processus-de-recrutement\"><span style=\"font-weight: 400;\">processus de recrutement<\/span><\/a><span style=\"font-weight: 400;\"> et prendre des d\u00e9cisions \u00e9clair\u00e9es, les KPI deviennent indispensables. D\u00e9couvrez les 10 indicateurs cl\u00e9s qui transformeront vos donn\u00e9es en leviers d\u2019action concrets.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-f2d0bf1 e-con-full e-flex e-con e-child\" data-id=\"f2d0bf1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5d84d871 elementor-widget elementor-widget-heading\" data-id=\"5d84d871\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">L'article en 1 minute<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-16759044 elementor-widget elementor-widget-text-editor\" data-id=\"16759044\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Les KPI recrutement transforment vos intuitions en donn\u00e9es concr\u00e8tes pour piloter efficacement vos embauches.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Les 10 indicateurs incontournables couvrent d\u00e9lais, co\u00fbts, qualit\u00e9, diversit\u00e9 et satisfaction des managers.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Un bon tableau de bord se limite \u00e0 5 \u00e0 7 KPI align\u00e9s sur vos priorit\u00e9s business pour rester lisible.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Croiser les KPI entre eux permet d\u2019identifier les vraies causes des <a href=\"https:\/\/www.lucca.fr\/magazine\/talents\/recrutement\/difficultes-de-recrutement\">difficult\u00e9s de recrutement<\/a> et d\u2019agir vite.<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-3bfea23 e-con-full e-flex e-con e-child\" data-id=\"3bfea23\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-50de2f3 elementor-widget elementor-widget-heading\" data-id=\"50de2f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Allez \u00e0 l'essentiel<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-44f2fe2f elementor-widget elementor-widget-text-editor\" data-id=\"44f2fe2f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Obtenez un r\u00e9sum\u00e9 clair et structur\u00e9 pour rep\u00e9rer rapidement les points cl\u00e9s.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-358bd4a6 e-con-full e-flex e-con e-child\" data-id=\"358bd4a6\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<a class=\"elementor-element elementor-element-3809a62e e-con-full e-flex e-con e-child\" data-id=\"3809a62e\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\" href=\"https:\/\/chat.openai.com\/?q=Fais+un+r%C3%A9sum%C3%A9+structur%C3%A9+de+cet+article+https%3A%2F%2Fwww.lucca.fr%2Fmagazine%2Ftalents%2Frecrutement%2Fkpi-recrutement+%3A+id%C3%A9es+principales%2C+points+cl%C3%A9s+%28bullets%29%2C+2-3+actions+concr%C3%A8tes.\" target=\"_blank\">\n\t\t\t\t<div class=\"elementor-element elementor-element-22904130 elementor-widget elementor-widget-image\" data-id=\"22904130\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.lucca.fr\/magazine\/wp-content\/uploads\/2026\/04\/chatgpt.svg\" title=\"chatgpt\" alt=\"chatgpt\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-367e2996 elementor-widget elementor-widget-text-editor\" data-id=\"367e2996\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Chatgpt<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/a>\n\t\t<a class=\"elementor-element elementor-element-3064c285 e-con-full e-flex e-con e-child\" data-id=\"3064c285\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\" href=\"https:\/\/gemini.google.com\/guided-learning?query=Fais+un+r%C3%A9sum%C3%A9+structur%C3%A9+de+cet+article+https%3A%2F%2Fwww.lucca.fr%2Fmagazine%2Ftalents%2Frecrutement%2Fkpi-recrutement+%3A+id%C3%A9es+principales%2C+points+cl%C3%A9s+%28bullets%29%2C+2-3+actions+concr%C3%A8tes.\" target=\"_blank\">\n\t\t\t\t<div class=\"elementor-element elementor-element-47b1a4e5 elementor-widget elementor-widget-image\" data-id=\"47b1a4e5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.lucca.fr\/magazine\/wp-content\/uploads\/2026\/04\/ico-gemini.svg\" title=\"ico-gemini\" alt=\"ico-gemini\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-42936963 elementor-widget elementor-widget-text-editor\" data-id=\"42936963\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Gemini<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/a>\n\t\t<a class=\"elementor-element elementor-element-a8eeb76 e-con-full e-flex e-con e-child\" data-id=\"a8eeb76\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\" href=\"https:\/\/claude.ai\/new?q=Fais+un+r%C3%A9sum%C3%A9+structur%C3%A9+de+cet+article+https%3A%2F%2Fwww.lucca.fr%2Fmagazine%2Ftalents%2Frecrutement%2Fkpi-recrutement+%3A+id%C3%A9es+principales%2C+points+cl%C3%A9s+%28bullets%29%2C+2-3+actions+concr%C3%A8tes.\" target=\"_blank\">\n\t\t\t\t<div class=\"elementor-element elementor-element-78729bf5 elementor-widget elementor-widget-image\" data-id=\"78729bf5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.lucca.fr\/magazine\/wp-content\/uploads\/2026\/04\/claude.svg\" title=\"claude\" alt=\"claude\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-35eeb0ac elementor-widget elementor-widget-text-editor\" data-id=\"35eeb0ac\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Claude<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5553965 elementor-toc--minimized-on-tablet elementor-widget elementor-widget-table-of-contents\" data-id=\"5553965\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;exclude_headings_by_selector&quot;:[],&quot;no_headings_message&quot;:&quot;Aucun titre n\\u2019a \\u00e9t\\u00e9 trouv\\u00e9 sur cette page.&quot;,&quot;headings_by_tags&quot;:[&quot;h2&quot;,&quot;h3&quot;,&quot;h4&quot;,&quot;h5&quot;,&quot;h6&quot;],&quot;marker_view&quot;:&quot;numbers&quot;,&quot;minimize_box&quot;:&quot;yes&quot;,&quot;minimized_on&quot;:&quot;tablet&quot;,&quot;hierarchical_view&quot;:&quot;yes&quot;,&quot;min_height&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]}}\" data-widget_type=\"table-of-contents.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__header\">\n\t\t\t\t\t\t<div class=\"elementor-toc__header-title\">\n\t\t\t\tSommaire\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--expand\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__5553965\" aria-expanded=\"true\" aria-label=\"Ouvrir la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-down\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/div>\n\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--collapse\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__5553965\" aria-expanded=\"true\" aria-label=\"Fermer la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-up\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\"><\/path><\/svg><\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<div id=\"elementor-toc__5553965\" class=\"elementor-toc__body\">\n\t\t\t<div class=\"elementor-toc__spinner-container\">\n\t\t\t\t<svg class=\"elementor-toc__spinner eicon-animation-spin e-font-icon-svg e-eicon-loading\" aria-hidden=\"true\" viewBox=\"0 0 1000 1000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M500 975V858C696 858 858 696 858 500S696 142 500 142 142 304 142 500H25C25 237 238 25 500 25S975 237 975 500 763 975 500 975Z\"><\/path><\/svg>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2843c1d e-flex e-con-boxed e-con e-parent\" data-id=\"2843c1d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-403923a elementor-widget elementor-widget-heading\" data-id=\"403923a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Pourquoi suivre des KPI en recrutement ?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bfc3201 elementor-widget elementor-widget-heading\" data-id=\"bfc3201\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Prendre des d\u00e9cisions \u00e9clair\u00e9es\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1087b0e elementor-widget elementor-widget-text-editor\" data-id=\"1087b0e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les KPI transforment des impressions (\u00ab nos recrutements tra\u00eenent \u00bb) en donn\u00e9es factuelles. Vous savez pr\u00e9cis\u00e9ment o\u00f9 le processus se bloque et comment y rem\u00e9dier.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-120593b elementor-widget elementor-widget-heading\" data-id=\"120593b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">R\u00e9duire les co\u00fbts\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-00d2356 elementor-widget elementor-widget-text-editor\" data-id=\"00d2356\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Selon les estimations, recruter co\u00fbterait entre 3 000 et 10 000 \u20ac par embauche, sans compter les co\u00fbts cach\u00e9s. En identifiant les canaux inefficaces ou les \u00e9tapes trop longues, vous optimisez vos investissements et \u00e9vitez que le budget ne se dilue dans des actions peu rentables.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-491af49 elementor-widget elementor-widget-heading\" data-id=\"491af49\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Cr\u00e9er un langage commun RH\u2013managers\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b075fe9 elementor-widget elementor-widget-text-editor\" data-id=\"b075fe9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Les KPI offrent des rep\u00e8res partag\u00e9s qui alignent tout le monde sur les m\u00eames priorit\u00e9s, facilitant la collaboration et acc\u00e9l\u00e9rant la prise de d\u00e9cision. Par exemple, un faible taux de CV qualifi\u00e9s peut aider un manager \u00e0 reformuler ses exigences dans l\u2019offre d\u2019emploi.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9497cfb elementor-widget elementor-widget-heading\" data-id=\"9497cfb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Les indicateurs incontournables pour piloter ses recrutements\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-77e4d98 elementor-widget elementor-widget-heading\" data-id=\"77e4d98\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1\/Le d\u00e9lai de recrutement (Time to Hire) \n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-536cba7 elementor-widget elementor-widget-text-editor\" data-id=\"536cba7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le Time to Hire calcule la dur\u00e9e entre la r\u00e9ception d\u2019une candidature et la signature du contrat. Un d\u00e9lai trop long fait fuir les meilleurs profils, souvent courtis\u00e9s par plusieurs entreprises. \u00c0 l\u2019inverse, un processus trop rapide peut nuire \u00e0 la qualit\u00e9 de s\u00e9lection.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8ba2214 elementor-widget elementor-widget-heading\" data-id=\"8ba2214\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2\/Le d\u00e9lai de vacance du poste (Time to Fill) \n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-afdf022 elementor-widget elementor-widget-text-editor\" data-id=\"afdf022\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Cet indicateur calcule le temps entre la publication de l\u2019offre et l\u2019embauche effective. Il r\u00e9v\u00e8le l\u2019efficacit\u00e9 globale de votre <\/span><a href=\"https:\/\/www.lucca.fr\/magazine\/talents\/recrutement\/gestion-des-recrutements\"><span style=\"font-weight: 400;\">gestion des recrutements<\/span><\/a><span style=\"font-weight: 400;\">. Un Time to Fill \u00e9lev\u00e9 (+45 jours) signale souvent une offre peu attractive ou des canaux de diffusion inadapt\u00e9s.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-79aff80 elementor-widget elementor-widget-heading\" data-id=\"79aff80\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3\/Le taux de conversion entre chaque \u00e9tape\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5d8aeac elementor-widget elementor-widget-text-editor\" data-id=\"5d8aeac\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Ce KPI \u00e9value le pourcentage de candidats qui avancent d\u2019une \u00e9tape \u00e0 une autre du parcours candidat. Candidature > pr\u00e9s\u00e9lection > entretien > offre : chaque passage doit \u00eatre analys\u00e9. Une chute brutale \u00e0 une \u00e9tape pr\u00e9cise signale un dysfonctionnement : crit\u00e8res flous, processus trop lourd ou \u00e9valuation inadapt\u00e9e.<\/span><\/p><table><tbody><tr><td><span style=\"font-weight: 400;\">Formule de calcul : (Nombre de candidats \u00e0 l\u2019\u00e9tape suivante \/ Nombre de candidats \u00e9tape pr\u00e9c\u00e9dente) x 100<\/span><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1bb0a94 elementor-widget elementor-widget-heading\" data-id=\"1bb0a94\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">4\/Le taux d'acceptation des offres\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-774d3c8 elementor-widget elementor-widget-text-editor\" data-id=\"774d3c8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Un taux d\u2019acceptation anormalement bas indique qu\u2019il existe un probl\u00e8me r\u00e9el dans les offres que vous proposez : salaire insuffisant, conditions de travail peu attrayantes, management \u00e9loign\u00e9 des attentes des candidats.<\/span><\/p><table><tbody><tr><td><span style=\"font-weight: 400;\">Formule : (Nombre d\u2019offres accept\u00e9es \/ Nombre d\u2019offres envoy\u00e9es) x 100<\/span><\/td><\/tr><\/tbody><\/table><p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8a840fd elementor-widget elementor-widget-heading\" data-id=\"8a840fd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">5\/Le taux de candidats ne s\u2019\u00e9tant pas pr\u00e9sent\u00e9s aux entretiens (taux de no-show)\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5740a09 elementor-widget elementor-widget-text-editor\" data-id=\"5740a09\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le taux de no-show mesure les candidats qui ne se pr\u00e9sentent pas aux entretiens. Un pourcentage important permet de s\u2019interroger sur la qualit\u00e9 de la communication ou l\u2019attractivit\u00e9 r\u00e9elle des postes. Parfois, il t\u00e9moigne d\u2019un march\u00e9 de l\u2019emploi particuli\u00e8rement tendu.<\/span><\/p><table><tbody><tr><td><p><span style=\"font-weight: 400;\">Formule : (Nombre de no-show \/ Nombre total de candidats convoqu\u00e9s) x 100<\/span><\/p><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e338332 elementor-widget elementor-widget-heading\" data-id=\"e338332\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"> 6\/La qualit\u00e9 des recrutements<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-04415e7 elementor-widget elementor-widget-text-editor\" data-id=\"04415e7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">\u00a0Au-del\u00e0 des chiffres de rapidit\u00e9 et de co\u00fbts, cet indicateur \u00e9value la pertinence de vos choix \u00e0 travers plusieurs donn\u00e9es mesurables :<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">le taux de validation de la p\u00e9riode d\u2019essai : combien de nouvelles recrues franchissent cette \u00e9tape avec succ\u00e8s ?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">le taux d\u2019atteinte des objectifs : les collaborateurs recrut\u00e9s atteignent-ils leurs objectifs dans les 6 \u00e0 12 mois suivant leur arriv\u00e9e ?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">les feedbacks de l\u2019\u00e9quipe et du manager : recueillis lors des points r\u00e9guliers ou de l\u2019entretien de fin de p\u00e9riode d\u2019essai, ils r\u00e9v\u00e8lent l\u2019ad\u00e9quation entre le profil recrut\u00e9 et les besoins r\u00e9els ;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">la satisfaction du nouveau collaborateur : mesur\u00e9e via un questionnaire post-onboarding, elle indique si l\u2019exp\u00e9rience v\u00e9cue correspond aux promesses faites durant le recrutement.<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-346c8f1 elementor-widget elementor-widget-heading\" data-id=\"346c8f1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">7\/Le taux de satisfaction des managers recruteurs\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c678f82 elementor-widget elementor-widget-text-editor\" data-id=\"c678f82\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La satisfaction des managers au terme de l\u2019ann\u00e9e \u00e9coul\u00e9e mesure l\u2019ad\u00e9quation entre attentes et r\u00e9alit\u00e9. Elle se mesure g\u00e9n\u00e9ralement via des sondages courts \u00e0 trois moments cl\u00e9s : \u00e0 la fin de la p\u00e9riode d\u2019essai pour un premier retour sur l\u2019ad\u00e9quation du profil et la qualit\u00e9 du processus, six mois apr\u00e8s l\u2019embauche pour \u00e9valuer la mont\u00e9e en comp\u00e9tences et la performance r\u00e9elle, puis en fin d\u2019ann\u00e9e lors d\u2019un bilan global des recrutements permettant d\u2019identifier les tendances et axes d\u2019am\u00e9lioration.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d6dc62 elementor-widget elementor-widget-heading\" data-id=\"7d6dc62\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">8\/Le co\u00fbt par recrutement\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5f7d79a elementor-widget elementor-widget-text-editor\" data-id=\"5f7d79a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Il englobe le co\u00fbt total des actions mises en place pour recruter un candidat : d\u00e9penses directes (diffusion des offres d\u2019emploi, frais d\u2019agence\u2026) et d\u00e9penses indirectes (temps pass\u00e9 par le salari\u00e9 recruteur\u2026).<\/span><\/p><table><tbody><tr><td><span style=\"font-weight: 400;\">Formule : Co\u00fbt total du recrutement \/ Nombre de recrutements finalis\u00e9<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/td><\/tr><\/tbody><\/table><p>\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4e56c5c elementor-widget elementor-widget-heading\" data-id=\"4e56c5c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">9\/La diversit\u00e9 des recrutements\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a3b56b7 elementor-widget elementor-widget-text-editor\" data-id=\"a3b56b7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En mesurant la parit\u00e9, la mixit\u00e9 d\u2019\u00e2ges ou d\u2019origines, vous vous assurez que vos processus de recrutement ne cr\u00e9ent pas de biais involontaires.<\/span><\/p><table><tbody><tr><td><p><span style=\"font-weight: 400;\">Formule : (Nombre de recrues du groupe \u00e9tudi\u00e9 \/ Nombre total de recrutements) x 100<\/span><\/p><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d476629 elementor-widget elementor-widget-heading\" data-id=\"d476629\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">10\/Le taux de cooptation et de recommandation interne\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-724ea66 elementor-widget elementor-widget-text-editor\" data-id=\"724ea66\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Cette donn\u00e9e r\u00e9v\u00e8le l\u2019engagement de vos \u00e9quipes et leur capacit\u00e9 \u00e0 attirer des profils de qualit\u00e9 dans leur r\u00e9seau. Un niveau bas peut signaler un probl\u00e8me d\u2019ambassadorat ou de motivation interne.<\/span><\/p><table><tbody><tr><td><p><span style=\"font-weight: 400;\">Formule : (Nombre de recrutements par cooptation \/ Nombre total de recrutements) x 100<\/span><\/p><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dc99f47 elementor-widget elementor-widget-heading\" data-id=\"dc99f47\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Tableau r\u00e9capitulatif des 10 KPI de recrutement\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-355665b elementor-widget elementor-widget-text-editor\" data-id=\"355665b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table><tbody><tr><td><p>\u00a0<\/p><\/td><td><p><b>KPI<\/b><\/p><\/td><td><p><b>Objectif<\/b><\/p><\/td><td><p><b>Formule\/Mesure<\/b><\/p><\/td><td><p><b>Benchmark indicatif<\/b><\/p><\/td><\/tr><tr><td><p><b>1<\/b><\/p><\/td><td><p><b>Time to Hire<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">D\u00e9lai entre r\u00e9ception candidature et signature contrat<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Jours entre 1\u00e8re candidature et signature<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">15-25 jours (selon secteur)<\/span><\/p><\/td><\/tr><tr><td><p><b>2<\/b><\/p><\/td><td><p><b>Time to Fill<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Temps entre publication offre et embauche effective<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Jours publication \u2192 embauche<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">< 45 jours (sinon : offre ou canaux inadapt\u00e9s)<\/span><\/p><\/td><\/tr><tr><td><p><b>3<\/b><\/p><\/td><td><p><b>Taux de conversion par \u00e9tape<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">% candidats passant d\u2019une \u00e9tape \u00e0 la suivante<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">(Candidats \u00e9tape N+1 \/ Candidats \u00e9tape N) \u00d7 100<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">20-30% par \u00e9tape<\/span><\/p><\/td><\/tr><tr><td><p><b>4<\/b><\/p><\/td><td><p><b>Taux d\u2019acceptation des offres<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">% offres accept\u00e9es vs envoy\u00e9es<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">(Offres accept\u00e9es \/ Offres envoy\u00e9es) \u00d7 100<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">> 80% (< 80% = probl\u00e8me salaire\/conditions)<\/span><\/p><\/td><\/tr><tr><td><p><b>5<\/b><\/p><\/td><td><p><b>Taux de no-show<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">% candidats absents aux entretiens<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">(Absences \/ Total convoqu\u00e9s) \u00d7 100<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">< 10%<\/span><\/p><\/td><\/tr><tr><td><p><b>6<\/b><\/p><\/td><td><p><b>Qualit\u00e9 des recrutements<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Pertinence des embauches mesur\u00e9e \u00e0 long terme<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Validation p\u00e9riode essai, objectifs, feedbacks, satisfaction<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">> 85% de validation essai<\/span><\/p><\/td><\/tr><tr><td><p><b>7<\/b><\/p><\/td><td><p><b>Satisfaction des managers<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Ad\u00e9quation profil\/attentes via sondage<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Sondage \u00e0 1 mois, 6 mois, 1 an<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Score > 7\/10<\/span><\/p><\/td><\/tr><tr><td><p><b>8<\/b><\/p><\/td><td><p><b>Co\u00fbt par recrutement<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Investissement total par embauche<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Co\u00fbt total \/ Recrutements finalis\u00e9s<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">3 000-10 000 \u20ac (selon secteur)<\/span><\/p><\/td><\/tr><tr><td><p><b>9<\/b><\/p><\/td><td><p><b>Diversit\u00e9 des recrutements<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Parit\u00e9, mixit\u00e9 d\u2019\u00e2ges, origines<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">(Recrues groupe \u00e9tudi\u00e9 \/ Total recrutements) \u00d7 100<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">D\u00e9pend objectifs DEI interne<\/span><\/p><\/td><\/tr><tr><td><p><b>10<\/b><\/p><\/td><td><p><b>Taux de cooptation\/recommandation<\/b><\/p><\/td><td><p><span style=\"font-weight: 400;\">Engagement \u00e9quipes dans sourcing<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">(Recrues par cooptation \/ Total recrutements) \u00d7 100<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">> 15-20% (bon ambassadorat)<\/span><\/p><\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-67f33b8 elementor-widget elementor-widget-heading\" data-id=\"67f33b8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Comment choisir les bons indicateurs et comment les exploiter ?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-16c3741 elementor-widget elementor-widget-heading\" data-id=\"16c3741\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Aligner vos KPI sur vos priorit\u00e9s business\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-abc7667 elementor-widget elementor-widget-text-editor\" data-id=\"abc7667\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Pour \u00e9viter de vous noyer dans les chiffres, d\u00e9finissez d\u2019abord vos objectifs : recruter en volume pour une ouverture de site ? Analysez le co\u00fbt par recrutement et les canaux de sourcing. Am\u00e9liorer votre marque employeur ? Concentrez-vous sur le nombre de candidatures re\u00e7ues et le taux de no-show.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e28493e elementor-widget elementor-widget-heading\" data-id=\"e28493e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Croiser les donn\u00e9es pour comprendre les causes\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-86168d3 elementor-widget elementor-widget-text-editor\" data-id=\"86168d3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Un KPI isol\u00e9 ne suffit pas \u00e0 expliquer une situation. C\u2019est en croisant plusieurs indicateurs que l\u2019on identifie les causes r\u00e9elles. Par exemple, un temps de recrutement long combin\u00e9 \u00e0 un faible taux de conversion entre candidature et entretien peut r\u00e9v\u00e9ler des crit\u00e8res de pr\u00e9s\u00e9lection trop exigeants ou des annonces peu claires.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-59546a1 elementor-widget elementor-widget-heading\" data-id=\"59546a1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Opter pour un reporting partag\u00e9 et r\u00e9gulier<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ae8750b elementor-widget elementor-widget-text-editor\" data-id=\"ae8750b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Cr\u00e9ez un tableau de bord simple, accessible aux RH comme aux managers op\u00e9rationnels. Pour cela, il est inutile d\u2019accumuler les chiffres : 5 \u00e0 7 KPI pertinents valent mieux qu\u2019une liste exhaustive que personne ne consultera<\/span><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-7db635d5 cta-img e-flex e-con-boxed e-con e-parent\" data-id=\"7db635d5\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-34452b85 e-con-full e-flex e-con e-child\" data-id=\"34452b85\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-68a95e76 elementor-widget-mobile__width-initial elementor-absolute elementor-widget elementor-widget-image\" data-id=\"68a95e76\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_position&quot;:&quot;absolute&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"850\" height=\"825\" src=\"https:\/\/www.lucca.fr\/magazine\/wp-content\/uploads\/2024\/03\/illu-plant-pola.svg\" class=\"attachment-large size-large wp-image-19764\" alt=\"\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-79539f8c e-con-full e-flex e-con e-child\" data-id=\"79539f8c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7c151cd5 elementor-widget elementor-widget-heading\" data-id=\"7c151cd5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Avec Lucca Recrutement, recrutez enfin \u00e0 plusieurs voix :<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e0df63d elementor-widget elementor-widget-text-editor\" data-id=\"3e0df63d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">centralisez le suivi des candidatures dans un espace partag\u00e9,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">impliquez les managers dans chaque \u00e9tape gr\u00e2ce \u00e0 des grilles d\u2019\u00e9valuation communes,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">g\u00e9n\u00e9rez automatiquement les dossiers collaborateurs une fois le recrutement valid\u00e9,<\/span><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-25a30193 elementor-widget elementor-widget-button\" data-id=\"25a30193\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/info.lucca.fr\/l\/950782\/2025-10-16\/5zvs2x\" target=\"_blank\" rel=\"nofollow\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">tester la solution<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e2d2c38 e-flex e-con-boxed e-con e-parent\" data-id=\"e2d2c38\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e9e0c1c elementor-widget elementor-widget-heading\" data-id=\"e9e0c1c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Questions fr\u00e9quentes sur les KPI de performance\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2cf05f2 e-flex e-con-boxed e-con e-parent\" data-id=\"2cf05f2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fd07b17 elementor-widget elementor-widget-n-accordion\" data-id=\"fd07b17\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;default_state&quot;:&quot;expanded&quot;,&quot;max_items_expended&quot;:&quot;one&quot;,&quot;n_accordion_animation_duration&quot;:{&quot;unit&quot;:&quot;ms&quot;,&quot;size&quot;:400,&quot;sizes&quot;:[]}}\" data-widget_type=\"nested-accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"e-n-accordion\" aria-label=\"Accordion. Open links with Enter or Space, close with Escape, and navigate with Arrow Keys\">\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2650\" class=\"e-n-accordion-item\" open>\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"1\" tabindex=\"0\" aria-expanded=\"true\" aria-controls=\"e-n-accordion-item-2650\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h3 class=\"e-n-accordion-item-title-text\"> Combien de KPI dois-je vraiment suivre ? <\/h3><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t<span class='e-closed'><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2650\" class=\"elementor-element elementor-element-bf22fa2 e-con-full e-flex e-con e-child\" data-id=\"bf22fa2\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2650\" class=\"elementor-element elementor-element-8ff489e e-flex e-con-boxed e-con e-child\" data-id=\"8ff489e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e0e23b0 elementor-widget elementor-widget-text-editor\" data-id=\"e0e23b0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><b>5 \u00e0 7 KPI suffisent<\/b><span style=\"font-weight: 400;\"> pour un bon pilotage. Choisissez ceux align\u00e9s sur vos priorit\u00e9s business : si vous devez recruter en volume, privil\u00e9giez Time to Fill et co\u00fbt par recrutement. Si la qualit\u00e9 est prioritaire, focalisez-vous sur taux de validation d\u2019essai et satisfaction manager. Une surcharge d\u2019indicateurs rend le pilotage inefficace.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2651\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"2\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2651\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h3 class=\"e-n-accordion-item-title-text\"> Quel est le temps de recrutement id\u00e9al ? <\/h3><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t<span class='e-closed'><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2651\" class=\"elementor-element elementor-element-f197d0a e-con-full e-flex e-con e-child\" data-id=\"f197d0a\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2651\" class=\"elementor-element elementor-element-855d349 e-flex e-con-boxed e-con e-child\" data-id=\"855d349\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-c542e3c elementor-widget elementor-widget-text-editor\" data-id=\"c542e3c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Un <\/span><b>Time to Hire entre 15-25 jours<\/b><span style=\"font-weight: 400;\"> est g\u00e9n\u00e9ralement optimal. Plus court risque de compromettre la qualit\u00e9 ; plus long fait fuir les meilleurs candidats (souvent courtis\u00e9s). Un <\/span><b>Time to Fill > 45 jours<\/b><span style=\"font-weight: 400;\"> signale souvent une offre peu attractive ou des canaux inadapt\u00e9s \u00e0 corriger rapidement.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2652\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"3\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2652\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><h3 class=\"e-n-accordion-item-title-text\"> Comment interpr\u00e9ter un taux d'acceptation des offres faible ? <\/h3><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t<span class='e-closed'><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2652\" class=\"elementor-element elementor-element-bb53c12 e-con-full e-flex e-con e-child\" data-id=\"bb53c12\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2652\" class=\"elementor-element elementor-element-ede370b e-flex e-con-boxed e-con e-child\" data-id=\"ede370b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5091365 elementor-widget elementor-widget-text-editor\" data-id=\"5091365\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Un taux d\u2019acceptation < 80% indique un <\/span><b>vrai probl\u00e8me<\/b><span style=\"font-weight: 400;\"> : salaire insuffisant, conditions de travail peu attrayantes, management ne r\u00e9pondant pas aux attentes, ou mauvaise description dans l\u2019offre. Enqu\u00eatez aupr\u00e8s des candidats refusant pour identifier la cause r\u00e9elle et ajustez.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Combien de KPI dois-je vraiment suivre ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"5 \\u00e0 7 KPI suffisent pour un bon pilotage. Choisissez ceux align\\u00e9s sur vos priorit\\u00e9s business : si vous devez recruter en volume, privil\\u00e9giez Time to Fill et co\\u00fbt par recrutement. Si la qualit\\u00e9 est prioritaire, focalisez-vous sur taux de validation d\u2019essai et satisfaction manager. Une surcharge d\u2019indicateurs rend le pilotage inefficace.\"}},{\"@type\":\"Question\",\"name\":\"Quel est le temps de recrutement id\\u00e9al ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Un Time to Hire entre 15-25 jours est g\\u00e9n\\u00e9ralement optimal. Plus court risque de compromettre la qualit\\u00e9 ; plus long fait fuir les meilleurs candidats (souvent courtis\\u00e9s). Un Time to Fill > 45 jours signale souvent une offre peu attractive ou des canaux inadapt\\u00e9s \\u00e0 corriger rapidement.\"}},{\"@type\":\"Question\",\"name\":\"Comment interpr\\u00e9ter un taux d'acceptation des offres faible ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Un taux d\u2019acceptation < 80% indique un vrai probl\\u00e8me : salaire insuffisant, conditions de travail peu attrayantes, management ne r\\u00e9pondant pas aux attentes, ou mauvaise description dans l\u2019offre. Enqu\\u00eatez aupr\\u00e8s des candidats refusant pour identifier la cause r\\u00e9elle et ajustez.\"}}]}<\/script>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Pour optimiser votre processus de recrutement et prendre des d\u00e9cisions \u00e9clair\u00e9es, les KPI deviennent indispensables. D\u00e9couvrez les 10 indicateurs cl\u00e9s qui transformeront vos donn\u00e9es en leviers d\u2019action concrets. L\u2019article en 1 minute Les KPI recrutement&#8230;<\/p>\n","protected":false},"author":12,"featured_media":36723,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[157],"tags":[],"post_folder":[],"class_list":["post-36707","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recrutement"],"_links":{"self":[{"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/posts\/36707","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/users\/12"}],"replies":[{"embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/comments?post=36707"}],"version-history":[{"count":3,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/posts\/36707\/revisions"}],"predecessor-version":[{"id":43504,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/posts\/36707\/revisions\/43504"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/media\/36723"}],"wp:attachment":[{"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/media?parent=36707"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/categories?post=36707"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/tags?post=36707"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/www.lucca.fr\/magazine\/wp-json\/wp\/v2\/post_folder?post=36707"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}