Time to rent. Supply acceptance price. Candidate expertise rating.
In at this time’s recruiting world, monitoring these metrics is desk stakes. However the actual query is: How have you learnt in case your outcomes are aggressive or secretly costing you prime expertise?
In a current Make use of webinar, Stephanie Manzelli (Chief Individuals Officer at Make use of) answered that query by unpacking the most recent findings from the 2026 Hiring Benchmarks Report, powered by knowledge from greater than 6,000 Make use of clients.
Then, she handed the microphone over to Kim Stevens (Director of Expertise Acquisition at Make use of), Erica Wallace (Expertise Acquisition Supervisor at BambooHR), and Theresa Mazzaro (Recruitment Supervisor at Fairfax Radiology Facilities) for a panel dialogue. The dialog surfaced 5 key truths about what a “wholesome” funnel actually seems like:
- There’s no “one-size-fits all” definition
- Extra candidates do not all the time imply higher candidates
- One of the best funnels have a wholesome channel combine
- Early alignment units the tempo on your total funnel
- Candidate expertise and retention go hand in hand
On this weblog, we unpack these truths—backed by actual knowledge, actual quotes, and actual clips from the dialog. Maintain studying for the recap or try the complete session right here.
Fact #1: A Wholesome Funnel Appears to be like Totally different for Each Staff
A “wholesome” hiring funnel seems completely different for each group. It depends upon your business, firm dimension, and the roles you’re hiring for—which implies the metrics that matter most (and the benchmarks you evaluate them towards) can fluctuate extensively.
For Fairfax Radiology Facilities, the largest problem has merely been getting certified candidates in the door. Theresa Mazzaro shared that earlier than implementing JazzHR (an Make use of ATS) they have been seeing about 4 purposes per requisition—and solely half have been certified.
Now, they common 12–24 candidates per function, with roughly 80% assembly their {qualifications}. That shift permits Theresa’s workforce to focus much less on quantity and extra on understanding how candidates really discover them—monitoring issues like time spent on their profession web site and the way guests convert into candidates.
For Kim Stevens, who usually manages a lot bigger applicant swimming pools, the main focus is completely different. Her workforce seems carefully at time in stage and time to rent to identify the place candidates is likely to be falling off or the place hiring groups want to maneuver sooner.
Totally different challenges, completely different metrics—however the identical aim: understanding what’s really taking place contained in the funnel.
That’s why, as Erica Wallace places it, evaluating funnel well being is each an artwork and a science. It’s not nearly amassing knowledge; it’s about decoding it and utilizing it to inform a transparent story about your hiring course of.
Hearken to Erica clarify what that appears like in follow:
Fact #2: Extra Candidates ≠ Higher Candidates
Recruiting groups are getting extra purposes than ever. However that hasn’t translated right into a extra certified pool of candidates.
In truth, the other is going on. Because it will get simpler and simpler to use for jobs—assume one-click purposes or AI-generated resumes—many groups are coping with a rising signal-to-noise downside.
For Erica’s workforce, the benefit of making use of has even led to an increase in pretend or fraudulent candidates. As she defined, “we’re spending extra time than ever eliminating these, so we’re actually targeted on discovering and utilizing instruments that may assist us automate filtering them out.” If know-how may help deal with extra of that early screening, her workforce can spend extra time on the human-centered work of recruiting.
For prime-volume, patient-facing roles, Theresa’s workforce has taken a special method. They really stopped internet hosting or sponsoring jobs on bigger job boards altogether. As she put it, “it makes it means too straightforward to use for seven or eight jobs you aren’t certified for. And if I paid for them, I might be pissed off with the outcomes.”
As an alternative, her workforce focuses on narrowing the pool earlier within the course of to maintain the give attention to certified candidates. Right here’s how Theresa approaches high-volume hiring whereas avoiding a flood of unqualified candidates:
Fact #3: The Finest Funnels Have a Wholesome Channel Combine
Right now, most candidates come via inbound purposes. However that doesn’t essentially imply inbound must be the one technique groups depend on. As an alternative, the strongest funnels normally mix a number of sources—every enjoying a special function within the hiring course of.
For Erica’s workforce, the correct mix relies upon closely on the function. However one supply has stood out constantly: referrals.
Through the use of instruments that join source-of-hire knowledge to worker efficiency, they’re in a position to see which channels are really producing the perfect long-term hires. And since they began monitoring it in 2023, referrals have been their most constant supply of prime performers.
That perception has helped them lean extra deliberately into referrals—whereas nonetheless preserving an in depth eye on inbound candidates.
Kim echoed that concept from a barely completely different angle. For her workforce, the aim is to keep away from relying too closely on inbound candidates, which may begin to really feel reactive.
As an alternative, they give attention to constructing a balanced funnel the place every supply serves a special objective. Inbound helps drive attain for high-volume roles. Sourcing helps establish expertise for management or area of interest positions. And referrals usually herald candidates who have already got a robust connection to the group—or who usually tend to be a robust cultural match.
When these sources work collectively, recruiting turns into way more proactive—and far much less depending on any single channel.
Hearken to Kim break down her method to constructing a extra balanced funnel:
Fact #4: Early Alignment Units the Tempo for Your Complete Funnel
The screen-to-interview price reveals what number of screened candidates really transfer ahead to interviews. When that quantity drops, it’s usually one of many first indicators that one thing isn’t aligned. Possibly recruiters and hiring managers aren’t on the identical web page about what the function requires. Possibly the job description isn’t clear. Or possibly interviewers are evaluating candidates utilizing completely different standards.
When Erica’s workforce sees this metric begin to dip, they return to the start: the consumption assembly with the hiring supervisor. Are the proper questions being requested throughout that dialog? Is everybody aligned on what success within the function really seems like? Are interviewers asking constant questions and evaluating candidates the identical means?
To assist reinforce that alignment, Erica’s workforce even created interview coaching for hiring managers, targeted on structured interviews and constant scorecards, so everyone seems to be working from the identical playbook. Right here’s how she approaches that course of:
The second metric right here—time to interview—provides one other layer of context. It reveals how shortly groups can transfer as soon as a promising candidate enters the pipeline.
In the course of the dialog, Kim defined that automations, calendar integrations, self-scheduling, and outlined suggestions timelines can all assist preserve this quantity low. However in her expertise, pace normally comes right down to one thing easier: whether or not leaders deal with hiring as an actual precedence.
“When hiring is pressing, interviews occur shortly,” she defined. “When it’s handled like a aspect activity, that’s when issues begin to drift.”
That’s why Kim makes use of benchmark knowledge to assist leaders see why hiring processes want to remain targeted and environment friendly. In at this time’s market, lengthy or overly sophisticated interview processes don’t simply sluggish issues down—they’ll price you nice candidates.
Right here’s how she makes that case internally:
Fact #5: Candidate Expertise and Retention Go Hand-in-Hand
These metrics spotlight one thing recruiting groups don’t all the time speak about sufficient: the hiring expertise doesn’t simply affect whether or not somebody accepts the job—it could possibly form whether or not they keep.
And it begins lengthy earlier than onboarding.
For Erica’s workforce, bettering candidate expertise started with one thing easy: measuring it. After each first-round interview, candidates now obtain a brief survey asking them to price their expertise and share suggestions whereas it’s nonetheless recent.
At first, the scores weren’t nice. However as soon as the workforce began monitoring the info, it turned a lot simpler to see the place issues have been breaking down. Some candidates stated interviewers appeared unprepared. Others felt like they weren’t being heard or didn’t know what was taking place subsequent.
That suggestions led to some vital adjustments. Erica’s workforce launched interview coaching for managers, improved communication between interview levels, and created interview prep packets so hiring managers stroll into interviews absolutely aligned on the function and analysis standards.
Right here’s how she approaches that course of:
For Theresa’s workforce, candidate expertise comes down to 1 clear customary: each applicant will get a response inside one enterprise day.
From the second somebody applies via the ultimate resolution, candidates all the time know the place they stand and what to anticipate subsequent. That degree of communication helps the hiring expertise really feel private—even for candidates who finally aren’t employed.
As Theresa put it, “Candidates aren’t simply potential workers. They’re a part of the neighborhood we serve. So, it’s extremely vital we deal with each interplay as a chance to construct a constructive relationship.”
As a result of in recruiting, how candidates really feel throughout the course of doesn’t simply have an effect on acceptance charges. It will probably form retention, status, and long-term success.
Connecting the Dots Throughout Your Funnel
On the finish of the day, a “wholesome” hiring funnel isn’t about hitting a single benchmark.
It’s about understanding what your knowledge is telling you—and understanding the place to dig deeper when one thing feels off.
As a result of the metrics don’t function in silos. A drop in candidate expertise can affect retention. A sluggish interview course of can price you prime expertise. And a flood of purposes doesn’t all the time imply you’re attracting the proper candidates.
The groups that get this proper aren’t simply monitoring metrics. They’re connecting them—and utilizing that story to make smarter, sooner selections.
If you’re trying to pressure-test your individual funnel, begin with the benchmarks. Then ask the tougher query: What’s your knowledge really telling you?
And if you wish to go deeper, you’ll be able to discover the complete 2026 Hiring Benchmarks Report or watch the complete webinar for extra insights.
