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3 examples of Recruiter metrics and KPIs

What are Recruiter metrics?

Finding the right Recruiter metrics can be daunting, especially when you're busy working on your day-to-day tasks. This is why we've curated a list of examples for your inspiration.

Copy these examples into your preferred tool, or adopt Tability to ensure you remain accountable.

Find Recruiter 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 Recruiter metrics and KPIs

Metrics for Measure leadership and team dynamics

  • 1. Leadership Consistency Index

    Measures the consistency and reliability of leadership decisions and actions across the organisation.

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Increase transparency in decision-making
    • Provide leadership training sessions
    • Establish clear communication channels
    • Set measurable leadership goals
    • Conduct regular feedback sessions with teams
  • 2. Time-To-Hire

    Measures the average time taken to hire a new employee from the initial job posting to the acceptance of the offer.

    What good looks like for this metric: 30-45 days

    Ideas to improve this metric
    • Improve job description clarity
    • Streamline your interview process
    • Utilise automated candidate screening
    • Enhance employer branding
    • Build a talent pipeline
  • 3. Quality Of Hire

    Assess the performance and potential of new hires during their initial period at the company.

    What good looks like for this metric: 80-90% retention of high performers

    Ideas to improve this metric
    • Refine assessment criteria during interviews
    • Introduce structured onboarding processes
    • Align new hires with company culture
    • Cultivate mentorship and peer programmes
    • Regularly review new employee performance
  • 4. Employee Engagement Score

    Measures the overall engagement and motivation level of employees within the organisation.

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Conduct surveys to gather feedback
    • Implement recognition and reward systems
    • Encourage work-life balance
    • Provide career development opportunities
    • Promote open communication within teams
  • 5. Discipline Adherence Rate

    Monitors the team's adherence to established processes and procedures.

    What good looks like for this metric: 85-95%

    Ideas to improve this metric
    • Clarify process expectations to team
    • Introduce regular training sessions
    • Incentivise compliance with procedures
    • Regularly audit adherence to processes
    • Ensure leadership models expected behaviours

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

Metrics for HR KPIs

  • 1. Employee Turnover Rate

    The percentage of employees who leave the company during a certain period of time, calculated by dividing the number of employees who leave by the average number of employees and multiplying by 100

    What good looks like for this metric: 10-15%

    Ideas to improve this metric
    • Enhance employee engagement programmes
    • Improve internal communication
    • Offer competitive salaries and benefits
    • Create a clear career progression path
    • Regularly review and improve company culture
  • 2. Time to Hire

    The average number of days it takes from when a job opens until an offer is accepted, indicating the efficiency of the hiring process

    What good looks like for this metric: 40-50 days

    Ideas to improve this metric
    • Streamline the interview process
    • Utilise applicant tracking systems
    • Enhance job descriptions
    • Build a talent pipeline
    • Increase employer branding
  • 3. Employee Engagement Rate

    The level of employee commitment and involvement towards their organisation, typically measured through surveys and engagement scores

    What good looks like for this metric: 70-80%

    Ideas to improve this metric
    • Regularly conduct employee surveys
    • Offer professional development opportunities
    • Recognise and reward employees
    • Foster a positive work environment
    • Encourage regular feedback sessions
  • 4. Absenteeism Rate

    The percentage of workdays employees are absent, calculated by dividing the number of days missed by the total number of workdays available

    What good looks like for this metric: 1.5-3%

    Ideas to improve this metric
    • Implement wellness programmes
    • Improve workplace conditions
    • Address potential causes of stress
    • Provide flexible work options
    • Promote a healthy work-life balance
  • 5. Training Cost Per Employee

    The amount of money spent on training each employee, including materials, time, and any external training sessions

    What good looks like for this metric: $1,000-$1,500

    Ideas to improve this metric
    • Evaluate the effectiveness of existing training programmes
    • Utilise more in-house training resources
    • Leverage online learning platforms
    • Negotiate better rates with external trainers
    • Ensure training aligns with company goals

Tracking your Recruiter 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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