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Talent Acquisition Team metrics and KPIs

What are Talent Acquisition Team metrics?

Developing an effective Talent Acquisition Team 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 Team 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 Team metrics and KPIs

Metrics for Talent acquisition success

  • 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
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Implement these metrics

Tracking your Talent Acquisition Team 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.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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:

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