Metrics & Analytics

Applicant to hire ratio is the number of applications a role receives for every hire made, such as 50:1, showing funnel…

Application completion rate is the share of candidates who finish submitting a job application after starting it, a…

Application to interview ratio is the number of applicants screened to produce one interview, the first conversion…

Assignment length is how long a temporary or contract placement runs, and it directly determines how long a staffing…

Attribution models are rules for crediting hires or applications to the channels that produced them, such as job…

Attrition rate is the percentage of employees who leave an organisation over a defined period — voluntarily or…

Candidate retention rate is the share of placed candidates still in role at a set checkpoint, such as 3, 6 or 12…

Conversion rate in recruiting is the percentage of candidates who advance from one hiring funnel stage to the next,…

Cost per application (CPA) is total sourcing and advertising spend divided by applications received, showing how…

Cost-per-hire is the total expenditure required to fill one position, calculated by dividing all recruiting costs by…

Dashboards and custom reports turn CRM data such as submissions, placements and time-to-fill into live views of what is…

Data quality is the accuracy, completeness and currency of records in a recruiting database, which decides how well…

Data-driven recruiting is making hiring decisions from measurable evidence rather than instinct, applying analytics to…

Deduplication is finding and merging duplicate candidate or client records in a recruitment database so each person or…

Diversity hiring rate is the percentage of new hires from underrepresented groups in a set period, a lagging measure of…

Employee Net Promoter Score (eNPS) rates from -100 to +100 how likely staff are to recommend their employer, as…

Employee tenure is the length of time an employee has worked continuously for an employer, measured from start date to…

Event tracking records user actions on a careers site, such as clicking Apply or finishing a form step, tying candidate…

Fill rate is the percentage of job orders or shifts an agency fills in a set period, calculated as positions filled…

Gross profit per placement is the average gross profit earned on a single hiring transaction, used to compare…

HR analytics is collecting and interpreting workforce data to guide hiring, retention, and people strategy, from basic…

Hiring manager satisfaction measures how satisfied hiring managers are with the recruiter's performance across the full…

Interview-to-hire ratio is the number of candidates interviewed to produce one hire. A ratio of 5:1 means five…

Interview-to-offer ratio is the number of interviewed candidates per job offer made, such as 6:1, showing hiring…

Involuntary turnover is when an employer ends the employment relationship through termination, layoff, or elimination…

Net Promoter Score (NPS) is a loyalty metric based on how likely clients are to recommend a firm, used by agencies to…

New hire turnover is the rate at which recently joined employees leave, voluntarily or not, within a set window such as…

Offer acceptance rate is the percentage of job offers extended that are accepted by candidates, calculated as accepted…

People analytics is the practice of using workforce data to make evidence-based decisions about hiring, retention,…

Pipeline velocity measures how quickly candidates move through each stage of the hiring funnel — from application to…

Quality of hire measures the value a new employee delivers relative to expectations — typically assessed through…

Ramp-up time is how long a new hire or placed worker takes to reach full productivity, shaped by onboarding quality and…

Recruiter productivity measures output, such as revenue per recruiter and quality-adjusted placements, not activity…

A recruitment analytics dashboard is a reporting view of hiring metrics from the ATS, useful only if it explains what…

The recruitment funnel is the sequence of stages from first contact to placement, tracked to show where an agency loses…

Redeployment rate is how often an agency places a contractor again after an assignment ends, showing how well it…

Regrettable attrition is the departure of high performers or people with rare skills or key relationships, exits an…

Requisition aging is how long a job order has stayed open, used to flag stuck vacancies caused by the brief, budget,…

Retention rate is the percentage of employees who remain with an organisation over a defined period — typically one…

Revenue per employee is the gross profit a staffing agency generates per head, used to compare desks and gauge how…

A service level agreement is the contractual statement of what an agency commits to deliver, such as response times,…

Source of hire tracks which channel — job board, referral, direct sourcing, careers site, agency, or social media —…

Sourcing channel effectiveness measures how well a recruitment channel converts into hires relative to the time, money…

Span of control is the number of direct reports a single manager effectively oversees, a key structural choice as a…

Submission-to-interview ratio is the number of candidates submitted per client interview obtained, a core measure of a…

Submittal-to-interview ratio is the number of candidate submittals needed for one client interview, showing how well a…

Talent analytics is the use of data to understand, predict and improve hiring and workforce decisions, from basic…

Talent pool refresh rate is the percentage of candidates in a pool who were re-contacted, re-qualified and updated…

Time to productivity is how long it takes a new hire to reach full, independent contribution in their role, measured…

Time to start is the elapsed time from job requisition approval to a new hire's first day, including background checks,…

Time to submit is how long a staffing agency or recruiter takes to present qualified candidates to a client after…

Time-to-fill is the number of calendar days between when a job requisition is opened and when a candidate accepts an…

Time-to-hire is the number of days between when a specific candidate first enters the hiring process and when they…

Turnover rate is the percentage of the workforce that leaves an organisation over a given period, calculated as number…

Voluntary turnover is the rate at which employees leave an organization on their own initiative, as distinct from…

Worker retention is an organisation's ability to keep its employees over time, which reduces the need to backfill roles…

Workforce analytics is the use of data to understand, predict and improve how people are hired, developed and retained…