Measures the time it takes for a candidate to move through the recruitment process, from the moment the application is received until the candidate has signed an offer. It provides insight into the effectiveness of the recruiting process and its impact on the company’s overall workforce and business performance.
Time to till is a metric to measure how long it takes to fill an open position from the moment the position is created until a candidate’s start date. It is an important indicator for the recruitment effectiveness.
Forecast recruiter needs is a metric that measures the anticipated future demand for talent within an organization. This metric helps to identify the number of recruiters needed to meet the organization’s future hiring needs, and is critical for optimizing the workforce.
The channel conversion rate measures the percentage of job applicants who progress from one stage of the recruitment process to another coming from one specific channel. It helps HR departments identify areas for improvement in their recruitment efforts.
Attrition rate is the percentage of employees who have left the organization over a given period of time. It is an important metric for people analytics as it provides insight into the stability of the workforce.
Predicts the likelihood of employees leaving the organization. It helps to identify potential risks to the workforce and provides insights to inform proactive strategies to ensure business success.
The average time employees remain with a company. This metric provides insight into employee satisfaction, job stability, and the effectiveness of retention efforts. By monitoring avg. tenure, organizations can identify trends and areas for improvement in employee engagement and satisfaction.
Percentage of new hires that remain with the company after a set period of time. This metric is important for tracking employee engagement and retention, and is a key indicator of the onboarding process and the early months of a new employees.
Amount of money necessary to close the gap between the salaries of employees of different genders, races, and other demographics. It helps to identify areas of inequity in the workforce, enabling an organization to make informed decisions to improve DEI targets.
Diverse hires is a metric that measures the number of employees hired from various backgrounds and demographics. This metric helps to ensure a diverse and inclusive workforce.
Compensation Fairness is the assessment of how equitably employees are paid for the same job or similar roles, relative to their peers. It is an important metric for your people analytics department as it can impact employee morale and productivity.
Hiring needs vs. attrition is a metric that compares the number of new hires to the number of employees leaving the organization. This metric provides insight into the effectiveness of the organization’s recruitment and retention strategies.
Number of job applications received by an organization provides insight into the effectiveness of recruitment efforts and can indicate the overall health of the organization’s talent pipeline.
Accepted offers refer to the number of job offers accepted by applicants. This metric can help to measure the effectiveness of the recruitment process and the overall attractiveness of the company, which can have a significant impact on the quality and quantity of the workforce.
Voluntary exits is a metric that measures the number of employees who have left the organization of their own will. It is an important indicator of employee engagement and job satisfaction.
Time to onboard is a metric that measures the amount of time it takes for new hires to become productive members of the workforce. It is an important indicator of employee engagement and can have a direct impact on business success.
This metric provides a way to measure the efficiency and effectiveness of an HR department’s recruitment efforts by comparing the number of hires made to the total number of open positions.
Measures the cost of benefits given to employees in relation to their wages. This metric provides insight into how cost-effective benefits are for the company and can be used to inform decisions to ensure that benefits are optimally tailored to the needs of the workforce.
Key talents (compensation ratio vs. others) is a metric used to measure the competitiveness of our employees’ salaries relative to the market. It provides insight into the company’s ability to attract and retain top talent.
Forecast salary is a metric used to measure the estimated salary of the workforce based on hiring goals and attrition. By forecasting salary costs, a company can better manage its financial resources and ensure it has the funds necessary to attract and retain top talent.
The average number of people each manager is responsible for supervising. This metric is important for understanding the effectiveness of the managerial structures and its impact on employee engagement, and productivity.
Compa ratio is a metric used to compare employee compensation to their peers. It helps employers evaluate and benchmark their compensation strategy to ensure their workforce is fairly compensated and motivated to drive business success.
Transfers are the internal movements of employees between departments or locations. It is a key indicator of workforce dynamics and helps to understand the promotion cycles and in-house talent development.
Number of candidates required to fill a role. This metric provides insight into the effectiveness of recruitment efforts and helps to identify areas for improvement in the talent acquisition strategy.
Tracks the proportion of new hires that come from within a company versus outside the company. It helps people departments understand the balance between internal promotions and external recruitment, allowing them to make informed decisions about attracting and retaining top talent.
Cost of hire is a metric used to measure the total expenses required to hire a new employee, including recruitment costs, onboarding, and training. It is used to track the efficiency of the hiring process.
This metric predicts the future demand for talent within an organization. It helps to ensure that the organization’s workforce is aligned with its business objectives, enabling it to better manage resources and ensure its long-term success.
Level of satisfaction of employees who have left the organization. It provides insights into the effectiveness of the people initiatives and helps to identify areas of improvement that can impact employee happiness.
Measures how likely employees are to recommend their manager to others. This metric can provide insight into the quality of leadership within the organization, and can be used to identify areas for improvement to increase employee engagement.
Measures the level of satisfaction of former employees with their manager. It provides insights into the quality of leadership in the organization and can help to identify areas for improvement to ensure the workforce is productive.
PTO (Paid Time Off) Utilization measures the amount of paid leave taken by employees compared to the amount available to them. Monitoring PTO can aid in the development of policies and programs that support work-life balance, which can ultimately improve employee satisfaction and productivity.
The engagement score is a metric used to measure employee satisfaction and commitment to their work. It is an important indicator of how well the workforce is performing and can be used to identify areas of improvement.
Rate of promotions among diverse groups of employees. It is a key indicator of the workforce diversity and can be used to measure how successful the diversity and inclusion initiatives are.
This metric is used to measure the representation of different backgrounds and identities in the senior levels of an organization. It recognizes imbalances within the company, and helps to refine the promotion and hiring policies.
The average rating of an individual’s performance based on their diversity characteristics. This metric helps to identify potential areas of improvement in the workforce and can be used to foster greater diversity and inclusion.
Tool that can be used to assess whether diverse job candidates are being treated fairly and progressing through the hiring process in an equitable manner. Examining the different stages of the funnel makes it possible to identify any potential areas of concern or biases.
Revenue/profit per employee is a financial metric that measures the amount of revenue or profit generated by each employee of an organization. This metric is often used to assess the efficiency and productivity of the organization’s workforce.
Promotions measure the advancement of employees within an organization, and are a key indicator of workforce engagement and business success. They signify a commitment to growth and development, and demonstrate the organization’s investments in its people.
Measures the impact of training on the performance of managers. It helps identify which training programs are most effective in developing the skills of managers and helps increase the overall performance of the workforce, leading to greater business success.
Amount of time an employee is absent due to illness compared to the amount of time they are present in the workplace. This metric provides insight into the health and well-being of the workforce.
Total cost of absenteeism divided by the number of full-time equivalent (FTE) employees in a given period. This metric provides insight into the financial impact of employee absences and enables organizations to track and measure the effectiveness of their strategies to reduce absenteeism.
In our blogpost HR Metrics vs. HR Analytics, we explain the fundamental differences and how to make the leap from HR Metrics to HR Analytics in your organization.
peopleIX connects all your HRIS, ATS and other HR data sources to capture the aforementioned HR metrics in real-time. Get a personalized demo around your unique pain points and discuss your company’s specific needs.
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