Recruiting KPIs that count

In short: Six KPIs make recruiting measurable: time-to-hire, cost-per-hire, quality-of-hire, funnel conversion, offer-acceptance rate, and source-of-hire. Track a few of them consistently rather than many sporadically, and weight quality and retention over pure speed and cost — a cheap, fast bad hire is the most expensive of all. Attach a concrete action to every metric, otherwise it's just a dashboard.

The most important KPIs

• Time-to-Hire: days from posting to acceptance. Pace = competitive advantage.
• Cost-per-Hire: total cost per hire. Makes investments comparable.
• Quality-of-Hire: performance/retention after 6–12 months. The metric that actually matters.
• Funnel conversion: where do talents drop off? (ad → application → interview → offer → acceptance)
• Offer-Acceptance-Rate: how many offers get accepted? Low = a problem with salary/process/fit.
• Source-of-Hire: where do the best hires come from?

What matters

Measure a few metrics consistently rather than many sporadically. And keep your eye on quality & retention, not just speed and cost — a cheap, fast bad hire is the most expensive of all.

From measuring to acting

Every metric needs a question behind it: "What do we do when it's bad?" Otherwise it's just a dashboard.

We improve the KPIs that count: better fit, faster placement, higher retention. Book a free demo