Talent acquisition overview metrics are metrics you should be able to see at a glance.

Metrics included:

Overview metrics are not affected by the time filter

A metric within the Talent Acquisition story chapter.

Source of Hire is a metric that shows how many new hires (out of total hires) came from each individual channel.

It is a visualization of how successful is each source and where you should continue, stop or increase investment of your budget. Referrals can be a good indicator of employee engagement and can be compared to eNPS data.

Source of Hire(T) = Distribution (Sources of new hires came during the selected time range T)

Extracted from ATS

A metric within the Talent Acquisition story chapter.

Number of Open Positions provides an overview of all vacancies for the most immediate hiring needs.

It is an indicator of how fast the organization is growing, how big is the workload on the recruitment team and what are the currently active vacancies an organization is looking to fill.

Count vacancies with an active status in T

Extracted from ATS:

A metric within the Talent Acquisition story chapter.

New Hires Ratio represents the ratio of new hires compared to total currently active employees.

A high New Hires Ratio often results in a lower organizational output/productivity due to additional workforce effort to onboard new employees.

New Hires Ratio (T) = Number of new hires at time T / Number of active employees at time T

Extracted from HRIS:

A metric within the Talent Acquisition story chapter.

Number of candidates who successfully completed the hiring process and accepted a job offer from the company.

This metric show the total number of accepted job offers and organizational capability to grow. When observed alongside Offer Acceptance Rate it indicates organizational ability to close the deal with desired candidates.

Count number of job offers marked as accepted in the selected time range T.

Extracted from ATS.

A metric within the Talent Acquisition story chapter.

The hiring plan achievement metric connects your ATS and HRIS data to provide a sense of the future headcount and implications on headcount cost based on the currently open requisitions.

This metric gives an insight into what your organization will face in the future. It enables you to envision how the achievement of the current hiring plan will impact the size and headcount cost distribution across different departments, teams, locations, and roles after the closing of the requisitions.

Post-requisition close Headcount is calculated by adding the remaining open positions count from active requisitions to the current Headcount.

Post-requisition close Headcount Cost is calculated by adding the sum of median salaries (if available) for remaining open positions from active requisitions to the current Headcount Cost.

Extracted from ATS and HRIS.

A metric within the Talent Acquisition story chapter.

Candidate Journey visualizes the path your candidates take to get hired. The size of each stream flowing from stage to stage represents the number of candidates.

We tend to think of our recruitment process as a funnel. That's the ideal stage where we would want it to be - it allows us to deliver consistent candidate experience and equal assessment possibilities. If your candidate journey shows inconsistency across different organizational units, the shape of the graph will deviate from the standard funnel appearance.

Nodes represent the stages you defined in your ATS, while streams are simple counts of candidates moving through recruitment stages. The width of each stream represents the number of candidates in the flow.

Extracted from ATS.

A metric within the Talent Acquisition story chapter.

Time in Recruitment Stage tells you how long the candidates are staying in each step in your selection process.

This metrics is here to help you discover potential hiring bottlenecks. Think of the ideal process and how much time you'd like your candidates to spend in each stage of the selection process. In the "all" view, you can explore if some stages keep your candidates waiting longer than the others. By changing views, you can highlight differences between recruitment stage velocities in particular departments, teams, or roles.

Each application goes through the stages of your hiring pipeline(s). We measure the time individuals spend in each stage and calculate the median, minimum and maximum value in days.

Extracted from ATS.

A metric within the Talent Acquisition story chapter.

Candidate drop-off rate tells you how many candidates drop from the recruitment process during a specific selection stage.

This metric helps you evaluate your hiring process by presenting information on number of drop-offs and reasons behind them. Reasons for drop-offs might indicate why are some stages too strict or not selective enough. Additionaly, our statistical procedures will surface insight if some stages have a particularly high number of drop-offs initiated by candidates.

We measure how many applications are rejected at each stage of your hiring pipeline(s) in absolute and relative terms. We also take into account who initiated the termination of the recruitment process and what was the reason behind it. Additionally, we utilize statistical procedures to extract potential insights.

Extracted from ATS.

A metric within the Talent Acquisition story chapter.

Interview feedback ratings allow you to see if there are any systematic differences in the way you score candidates across different teams, positions and demographics.

It can be an indicator of biases that exist in the recruitment process

Extracted from ATS.