When hiring for warehouse agency London positions, success is not just about speeding up placements—it’s about finding people who will become loyal contributors and perform well while boosting workflow. To measure that success, companies need to track specific critical metrics. One of the most important is time-to-hire, which measures how long it takes from posting a job to making a formal offer. A shorter time to fill often indicates an effective recruitment process, but it must be weighed against quality of hire. Quality of hire looks at how well new employees meet performance expectations, measured through output levels, quality control scores, and supervisor evaluations over the first initial quarter.

Another vital KPI is employee retention, especially within the first half-year. High turnover in warehouse roles is expensive and inefficient, so tracking how many new hires remain after 90 days gives a clear picture of whether the hiring process is attracting the right fit. Attendance frequency and timeliness also matter. Warehouse work demands consistency, so employees who maintain perfect attendance and rarely miss shifts are crucial to operations.

Recruitment cost per hire is another essential benchmark. This includes job board fees, agency fees, background checks, and onboarding time. A high cost may signal wasteful spending, such as depending on costly recruiters or having a delayed decision-making pipeline. Comparing this cost against market standards helps identify areas for improvement.

Candidate satisfaction is often ignored but equally important. Surveys given to applicants at the end of the hiring process can reveal whether the experience was respectful, transparent, and fast. A positive candidate experience improves employer branding and encourages the probability that applicants will refer others or consider returning.

Finally, the acceptance percentage tells you how attractive your job offers are. If qualified candidates are rejecting proposals, it could mean your wages, perks, or shift structure aren’t competitive. Monitoring this rate helps you adjust your compensation packages and refine your communication strategies.

By regularly reviewing these indicators—time-to-hire, new hire performance, retention, attendance rate, recruitment cost, applicant experience, and offer acceptance rate—warehouse managers can make more informed choices, reduce turnover, and build a more reliable workforce. The goal isn’t just to hire staff; it’s to assemble a group that drives long-term success.