What are Talent Acquisition metrics? Developing an effective Talent Acquisition metrics can be intimidating, especially when your daily duties demand your attention. To assist you, we've curated a list of examples to inspire your planning process.
Feel free to copy these examples into your favorite application, or leverage Tability to maintain accountability.
Find Talent Acquisition metrics with AI While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Talent Acquisition metrics and KPIs 1. Time to hire The average number of days taken to fill a job vacancy from when the job opening is posted to when the candidate accepts the offer
What good looks like for this metric: 30-45 days
Ideas to improve this metric Streamline the interview process Use recruiting software to track applications Build a talent pipeline before positions open Improve job descriptions to attract qualified candidates Train hiring managers on effective interview techniques 2. Quality of hire Measures the value a new hire adds to the company, often assessed by their performance ratings, retention rates, and manager satisfaction
What good looks like for this metric: 80-90% satisfaction rate
Ideas to improve this metric Align hiring criteria with job performance Implement structured onboarding programs Collect feedback from multiple stakeholders Conduct regular performance reviews Provide continuous training and support 3. Offer acceptance rate The percentage of job offers that are accepted by candidates out of the total number of offers extended
What good looks like for this metric: 80-90%
Ideas to improve this metric Ensure competitive compensation packages Improve candidate experience during the interview process Communicate company culture clearly Address candidate concerns promptly Personalise offer communications 4. Cost per hire The total amount of money spent to hire a new employee, including advertising, recruitment agency fees, referral bonuses, and internal hiring costs
What good looks like for this metric: $3,000 - $5,000 per hire
Ideas to improve this metric Use cost-effective recruiting channels Encourage employee referrals Leverage social media for recruiting Automate repetitive hiring tasks Negotiate with recruitment agencies for better rates 5. Employee retention rate The percentage of new hires who remain with the company for a certain period, typically one year
What good looks like for this metric: 85-90%
Ideas to improve this metric Implement robust onboarding programmes Foster a positive work environment Offer competitive benefits and salaries Provide opportunities for career growth Conduct exit interviews to identify reasons for turnover
← →
1. Cost per hire Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric Optimize job advertisement placements Leverage employee referrals Automate parts of the recruitment process Negotiate better rates with recruitment agencies Enhance employer branding 2. Time to fill Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric Streamline the interview process Implement applicant tracking systems Pre-screen candidates effectively Improve job descriptions Build a talent pipeline 3. Quality of hire Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric Enhance candidate assessment methods Use behavioural interviewing techniques Improve onboarding processes Encourage ongoing employee development Gather and act on feedback from new hires 4. Retention rate Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric Improve company culture Provide career development opportunities Offer competitive salaries and benefits Enhance employee engagement Conduct stay interviews 5. Offer acceptance rate Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric Ensure competitive compensation packages Communicate clear career growth opportunities Build a strong employer brand Maintain a consistent and engaging recruitment process Gather feedback from candidates who decline offers
← →
Tracking your Talent Acquisition metrics Having a plan is one thing, sticking to it is another.
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to keep your strategy agile – otherwise this is nothing more than a reporting exercise.
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
More metrics recently published We have more examples to help you below.
Planning resources OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:
Tability's check-ins will save you hours and increase transparency
The best metrics for Security and Compliance