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Recruiting Analytics: Funnel, Cost per Hire, 390+ Tools
464 students
Recruiting Analytics: Funnel, Cost per Hire, 390+ Tools
Twelve roles closed, 41 days on average, and nobody knows where it breaks? Recruiting metrics, sources, time to hire
Last updated 10/2026
English
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What you'll learn
- Turn hiring into a measurable system: take 390+ templates, question lists, procedures, checklists and AI prompts in 47 downloadable resources
- Find the stage of your recruitment funnel where candidates actually disappear, with the Hiring Funnel Scorecard
- Calculate the full cost of filling a vacancy, not just the job board fee
- Rank recruitment sources by the quality of the people who pass probation
- Build a candidate journey map and measure candidate experience at every stage
- Run a regression in a spreadsheet and design an experiment with a control group to find the real driver of a drop-off
- Forecast time to fill with a trend line rather than an average
- Build a recruiting KPI system, dashboards and reports, and drop the metrics that are not worth collecting
- See recruiting and analytics services on screen, including LinkedIn, Lever, Breezy HR, Power BI and Tableau
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
16 sections • 44 lectures • 21h 9m total length
Requirements
- Responsibility for hiring results, or for reporting on them
- No statistics background required: regression is taught from the first step
- A spreadsheet and access to your own hiring data, however messy
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
Your hiring report says twelve roles closed and an average of forty-one days. Neither number tells anyone where the process is broken. Here are 392 tools to measure the hiring system: 299 ready-to-use templates, question lists, procedures, checklists, AI prompts and formulas, 53 models and methods, 36 services shown on screen and 4 working files.
Open a lecture, take the tool, run it on your last quarter of hiring data.
Why hiring reports count outputs instead of measuring the system
Half your candidates disappear at one specific stage, and nobody knows which one because nothing is tracked between application and interview. The source with the most applications is probably not the source of people who pass probation, but those two numbers live in different systems. Cost per hire is calculated as the job board fee, which leaves out the largest part. And when someone asks why a role took four months, the answer is a story rather than a number.
What changes after this course
Every stage of the funnel has a metric. Sources are compared by the quality of hires, cost per hire includes the real costs, and candidate experience is measured, not assumed. You forecast time to fill, test changes with a control group and report a small set of KPIs that managers can act on.
What is inside: 392 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 47 downloadable resources: the lecture presentations plus 4 working files: the Hiring Funnel Scorecard, the employee survey results workbook, the success factor influence mapping templates and the workplace performance metric map
- 299 ready-to-use tools inside the presentations:
- 61 templates and sample documents: candidate journey map, recruitment status report, talent acquisition ROI calculation, recruiter headcount calculation
- 57 question lists and scripts: candidate persona research, candidate Net Promoter Score, candidate experience survey, metric discovery
- 55 step-by-step procedures and workflows: recruitment message A/B testing, HR metric analysis, recruitment SLA development, predictive HR analytics implementation
- 53 checklists: recruitment system audit, recruitment cost, recruiting funnel data collection, dashboard design
- 36 ready AI prompts: recruitment outreach generation, job advert variants, recruitment email subject lines, behavioral interview question generation
- 19 formulas and metric sets: recruiting metrics, candidate experience metrics, annualized turnover calculation, onboarding economic benefits calculation
- 16 scorecards, rubrics and matrices: candidate experience quality, interview stage design matrix, candidate communication channel matrix, key driver action matrix
- 2 other working tools: recruitment funnel analysis worksheet, candidate communication cadence
- 53 models and methods explained with examples: sales funnel, linear regression, A/B testing, correlation analysis
- 36 services shown on screen, including LinkedIn, Lever, Breezy HR, Google Ads, Microsoft Power BI and Tableau
Where the tools are
- The funnel and candidate experience (4 sections, 151 tools). Funnel analytics, candidate communication for hard-to-fill roles, the hiring journey, interview quality and hiring technology.
- Sources and paid channels (2 sections, 59 tools). Career sites, referrals, content and paid recruiting channels with cost per hire.
- Recruiting and talent metrics (2 sections, 65 tools). Essential talent acquisition metrics, compensation, development and retention analytics.
- People analytics methods (4 sections, 105 tools). Segmentation, the employee lifecycle, turnover, key driver analysis, regression, forecasts and experiments.
- Your measurement system (3 sections, 66 tools). Recruiting KPIs, dashboards, reports, rollout and the KPI myths to avoid.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
At Preply and iDeals we knew that closing a vacancy took about 300 candidates added to the database, about 50 calls, 20 to 30 interviews and 5 to 10 candidates shown to the hiring manager, and we planned the weekly work from that. At iDeals we also put the optimal number of days on each stage of the hiring process: the total came to 90 days, and we then cut it to 45.
How to use the course
Start with the Hiring Funnel Scorecard and the funnel section, then go to the sources, metrics or analytics section you need now. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 44 lectures across 16 sections, 21 hours
- 47 downloadable resources: lecture presentations and four working files
- 392 tools across the lessons, including 36 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take your last ten closed roles and count how many candidates were left after each stage in the Hiring Funnel Scorecard. Enrol now and start your first lesson today.
Who this course is for:
- Recruiters asked why a role is taking so long, with no data to answer
- Talent acquisition leads building the first reporting for the function
- Recruitment agency owners measuring their own delivery
- People analytics specialists moving into the hiring side
- Hiring managers, and operations and finance people asked to approve a recruiting budget