The total number of candidates interviewed

This is not a complete list of all possible metrics. These are only examples.
Recruitment and Selection Metrics
(pre-hire to hire)
•Average Time to Fill a Job Vacancy: Tracks how efficient the hiring process is in terms of time resources
used to fill a vacant spot.
•Average Time to Find a Hire: Helps track the efficiency of the hiring process.
•Candidates Interviewed per Hire: Determined by calculating the total number of candidates interviewed
by the total number of hires in a particular hiring period.
•Percentage of Job Candidates Who Meet Job Criteria: Helps in evaluating the effectiveness of job
postings in reaching top candidates.
•Salary Competitiveness Ratio (SCR): Used to evaluate the competitiveness of compensation options. Can
be determined by dividing the average company salary by the average salary offered from competitors
or by the rest of your industry.
•Yield Percentage: This is the percentage of candidates remaining after each round of elimination in the
hiring process. A low percentage might indicate the need to update an unclear or unattractive job
posting, and a high percentage indicates a larger number of qualified candidates with whom to
continue the hiring process.
•Acceptance Rate: Dividing the number of acceptances by the number of offers allows organizations to get
a sense of how successful their recruitment strategies are. Industry benchmarks can then be a helpful
comparison.
•Cost per Hire: Acknowledges the amount of resources invested into acquiring the best talent. Can be
determined by averaging the total marketing, hiring process, and referral (if necessary) costs per hire.
(Post-hire)
• Hiring Process Satisfaction Rate: Provides perspective on how well the process works from the
employee’s perspective.
• Performance of New Hires: The performance of new hires can be compared to that of other employees.
Typically done by evaluating performance reports.
• New Hire 90-Day Failure Rate: Helps determine how successful the talent acquisition process is at finding
the right fit for jobs.
• First Year Voluntary Termination Rate: Reflects on how welcoming the company is to new hires. A high
percentage suggests that the right people are being hired, but not embraced.
(other)
• Rate of Internal Job Hires: Shows the effectiveness of organizational talent development.
• Rate of Internal Referral Hires: Allows managers to see the value added when current employees help to
identify and acquire talent.
• Internal Promotions Vs. External Hires: This ratio measures how many people already working at a
company are considered for internal promotion versus the number of externally attracted people. Can be
particularly effective when looking at organizational succession planning.
• Number of Full-Time Employees: Keeps tabs on the growth of the company workforce over time.
• Number of Contractors: Examines the growth in associated workers over time. Can be compared to the
number of full-time workers to better understand workforce trends.
Turnover Metrics
• Attrition Rate: Determines success in retaining talent. Determined by dividing the number of employees
who left the company in a given period by the average number of employees in that time period.
• Average Tenure: The average length of time that an employee spends with the company helps determine
employee satisfaction and talent retention.
• Turnover Rate For Highest Performers: Turnover of top performers in particular is negative and comes at
a higher cost. This metric helps indicates the success of retention efforts and aids planning for talent
replacement. Can be determined by dividing the number of high performers to leave in the past year by
total high performers identified.
• Voluntary Termination Rate: Determined by taking the number of employee-led resignations from the
company over the total number of terminations in a given time period.
• Involuntary Termination Rate: Determined by taking the number of employer-led resignations from the
company over the total number of terminations in a given time period.
• New Hire 90-Day Failure Rate: Helps determine how successful the talent acquisition process is at finding
the right fit for jobs.
• New Hire 90-Day Failure Rate: Helps determine how successful the talent acquisition process is at finding
the right fit for jobs.
• First Year Voluntary Termination Rate: Reflects on how welcoming the company is to new hires. A high
percentage suggests that the right people are being hired, but not embraced.
• Retirement Rate: This metric is particularly important for any organization developing a strategic
workforce plan. Can be calculated by looking at the number of employees who retired as a percentage of
the headcount.
• Average age of Retirement: The summed age of all retiring employees divided by the number of retiring
employees. Being aware of these trends aid in forecasting retirement and planning for workforce
replacement.
• Number of Full-Time Employees: Keeps tabs on the growth of the company workforce over time.
• Number of Contractors: Examines the growth in associated workers over time. Can be compared to the
number of full-time workers to better understand workforce trends.
Employee Engagement Metrics:
• Employee Engagement Index: Using a company-wide survey can be helpful in gauging employee
engagement.
• Benefits Satisfaction: This allows a company to see how satisfied an employee is with specific benefits
they are offered. Can be determined through surveys and can be used to break down each benefit
individually.
• Number of Employee Engagement Surveys: Helps understand how much effort is being put into
maintaining and improving employee engagement.
• Percentage of Employees Trained in Company Culture: Evaluates the importance and understanding of
company-wide organizational culture.
• Percentage of Vacation Days Used: Helps show the company attitude toward a healthy work-life balance.
Determined by observing the number of vacation days used as compared to those unused.
• Net Promotor Score: Measures how likely an employee is to recommend their organization as a place to
work. This is determined by the difference in percentage of promotors and detractors.
• Internal Promotion Rate: Internal promotions indicate successful retention and growth of top
performers. Can be determined by dividing the number of promoted individuals by the total number of
employees.
• Suggestions per Employee: Evaluates employee engagement in improving business processes and reflects
on the openness of a company to employee input.
• Absenteeism Rate: Gives perspective on the amount of labor and productivity lost due to sickness and
otherwise unpredicted leave. Formula: (Total number of lost workdays due to absence) / (Number of
available workdays in an organization) = (Absenteeism rate)
• Average Tenure: The average length of time that an employee spends with the company helps determine
employee satisfaction and talent retention.
• Voluntary Termination Rate: Determined by taking the number of employee-led resignations from the
company over the total number of terminations in a given time period.
• First Year Voluntary Termination Rate: Reflects on how welcoming the company is to new hires. A high
percentage suggests that the right people are being hired, but not embraced.
Employee Performance Metrics:
• Internal Promotion Rate: Internal promotions indicate successful retention and growth of top
performers. Can be determined by dividing the number of promoted individuals by the total number of
employees.
• Percentage of Workforce Below Performance Standards: This measure keeps tab on the amount of lowperforming employees in an organization.
• Involuntary Termination Rate: Determined by taking the number of employer-led resignations from the
company over the total number of terminations in a given time period.
• New Hire 90-Day Failure Rate: Helps determine how successful the talent acquisition process is at finding
the right fit for jobs.
• Absenteeism Rate: Gives perspective on the amount of labor and productivity lost due to sickness and
otherwise unpredicted leave. Formula: (Total number of lost workdays due to absence) / (Number of
available workdays in an organization) = (Absenteeism rate)
• Percentage of Cost of Workforce: The cost of the workforce as compared to all costs can be measured by
summing all salaries and dividing by the total company costs within a given period.
• Health Care Expense per Current Employee: Provides an understanding of the comprehensiveness of a
company’s health care plan. Can be determined by taking the total price of health care costs divided by all
employees.
• Employee Productivity Rate: Helps to measure workforce efficiency over time. Can be determined by
taking the total company revenue and dividing it by the total number of employees.
• Return on Investment (ROI): As an organization, you want to ensure that the dollars you are putting into
training your employees is paying off. Can be defined as the profit per dollar invested in social
compensations/wages.
• HR-to-FTE Ratio: The number of HR full time equivalents divided by the total number of full-time
equivalents. Helps determine HR’s ability to provide services. Larger organizations typically have a smaller
ratio, but more HR staff overall, than small businesses.
• Cycle Time To Process Payroll: Shows timeframe of process, giving projection if assistance/updated
process is needed. This is the number of business days in the payroll process from start to finish.
• Cycle Time To Resolve Payroll Errors: The number of business days it takes to resolve payroll error
reported by employees. A high number of days could indicate the need to review your payroll process.
• Effectiveness of Training: Helps the company understand if training is accomplishing what was intended.
Did employees gain knowledge or skills from the training? It can often be determined through posttraining testing or observation.
• Training Satisfaction: Helps the company understand how comfortable new hires feel after their training
vs. before. Typically determined through a post-training survey.
• Training Cost per Employee: Helps to measure the amount invested in onboarding new hires.
• Percentage of Employees Trained: Helps a company see how quickly new hires are being onboarded.
• Knowledge Achieved With Training: Helps the company see not specifically the price of the training, but
whether it was effective. Seeing if the individuals retained knowledge well enough to apply it is critical.
Can be determined by creating an exam, and monitoring exam pass rate %, average score %, and pre/post
training %.
Diversity Metrics:
• Diversity Rate: Keeps track of how successfully the organization is creating an environment that fosters an
open and accepting community.
• Number of D&I Initiatives Implemented: The number of D&I initiatives implemented measures
organizational commitment to establishing and maintaining a culture of diversity and inclusion.
• Diversity Numbers/Nationalities In The Work Force: Workplace diversity helps to cultivate innovation
and competitive advantage. Diversity of nationalities and ethnicities can be calculated by noting the
differences among employee demographic segments.
• Suggestions per Employee: Evaluates employee engagement in improving business processes and reflects
on the openness of a company to employee input.