2 examples of Recruitment Specialist metrics and KPIs
What are Recruitment Specialist metrics?
Finding the right Recruitment Specialist 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.
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Examples of Recruitment Specialist metrics and KPIs
This is calculated by dividing the number of employees who left during a period by the average number of employees during that period, then multiplying by 100
What good looks like for this metric: 10-15%
Ideas to improve this metric
Enhance employee engagement programmes
Improve career development opportunities
Conduct regular employee feedback sessions
Competitive salary and benefits packages
Strengthen company culture and values
2. Voluntary vs Involuntary Turnover
Compares employees who voluntarily resigned versus those who were terminated
What good looks like for this metric: Higher voluntary turnover indicates employee dissatisfaction
Ideas to improve this metric
Analyse exit interviews for patterns
Identify root causes for turnover
Address workplace grievances promptly
Implement employee retention strategies
Regularly assess job satisfaction levels
3. Average Employee Tenure
Measures the average length of time employees stay with the company
What good looks like for this metric: 3-5 years
Ideas to improve this metric
Provide ongoing training and development
Offer clear career progression paths
Recognize and reward long-term employees
Encourage internal mobility
Build strong leadership and management
4. Cost of Employee Turnover
Calculates the cost associated with losing and replacing employees, including recruiting, training, and loss of productivity
What good looks like for this metric: Typically 33% of an employee's annual salary
Ideas to improve this metric
Invest in effective hiring processes
Use retention strategies to reduce turnover
Improve onboarding processes
Foster a positive work environment
Regularly review compensation strategies
5. New Hire Turnover Rate
Monitors the percentage of new employees who leave within a specific period, usually within the first year
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