HR Indicators: The Ultimate List for Analyzing and Optimizing Recruitment
Recruitment is one of the HR domains where data speaks the loudest. Whether it’s about attracting talent, optimizing the hiring process, or measuring the effectiveness of recruitment channels, indicators play a key role in enabling informed decision-making. A solid understanding of the data not only clarifies what is working but also helps identify the friction points that slow down or weaken the process.
As part of our blog series “The List of Lists”, we’ve gathered 81 HR recruitment indicators to give you a comprehensive overview of the measures you should track to strengthen your practices and improve results.
Recruitment Volume
- Number of job requisitions
- Number of closed requisitions
- Number of open requisitions
- Number of replacement requisitions
- Number of new position requisitions
- Number of open requisitions per recruiter
- Ratio of open requisitions to filled requisitions
- Number of applications received
- Number of applications per requisition
- Number of unsolicited applications
- Number of applications from recruitment agencies
Diversity and Inclusion
- Number and percentage of female applicants
- Number and percentage of applicants from minorities
- Number and percentage of applicants with disabilities
- Number and percentage of First Nations applicants
- Number and percentage of immigrant applicants
- Number and percentage of applicants from workforce integration programs
- Number and percentage of applicants from underrepresented groups
- Hiring rate of candidates from underrepresented groups
- Hiring rate of candidates from underrepresented groups
Recruitment Process Efficiency
- Number and percentage of shortlisted candidates per requisition
- Number and percentage of candidates interviewed
- Number and percentage of candidates in background checks
- Number and percentage of offers extended
- Number and percentage of offers accepted
- Number of offers made per hire
- Number and percentage of offers declined
- Distribution of reasons for declined job offers
- Number and percentage of candidates rejected
- Conversion rate (applications received to hires)
- Average number of interviews per offer
- Average number of applications per accepted offer
- Number and percentage of candidates withdrawing during the process
- Percentage of no-shows among accepted offers
- Nombre et pourcentage d’offres acceptées par recruteur
Recruitment Source and Origin
- Number and percentage of external hires
- Number and percentage of internal hires
- Internal vs. external hire ratio
- Number and percentage of hires from employee referrals
- Hire rate of referred candidates
- Number and percentage of hires from competitors
- Number of referred applications
- Distribution of hires by recruitment source
- Distribution of applications by source
- Number of recruitment sources
- Hire rate by recruitment source
- Number of recruiters
Time to hire
- Average time to hire
- Percentage of hires within target timeframe
- Average time to application
- Time between application and pre-screening
- Average time to pre-screening
- Time between pre-screening and interview
- Average time to interview
- Time between interview and background check
- Average time to background check
- Time between background check and offer
- Average time to offer
- Time between offer and hire
- Time to start date
- Time to fill a key position
Recruitment Cost
- Total recruitment cost
- External recruitment cost
- Internal recruitment cost
- Cost per hire
- Distribution of recruitment costs by type
- Average cost per recruitment source
Quality of Hire
- Quality of hire index
- Performance of new hires
- New hire satisfaction rate with the role and the organization
- Management satisfaction rate with new hires
- Retention rate after 3 months, 6 months, and 1 year
- Probationary period failure rate
- Rehire rate
- Number of rehires
- Promotion rate among new hires
Employer Branding and Attractiveness
- Number of visits to the career site
- Number of social media followers
- Average number of applications per posting
- Conversion rate of career site visitors into applicants
- Candidate satisfaction rate with the recruitment process
Keeping a close eye on recruitment metrics is essential to align your talent acquisition practices with organizational goals. Data does not replace human expertise, but it amplifies it by providing a clear and measurable view of the efforts invested.
By choosing the right metrics (aligned with your priorities) and analyzing them regularly (at least monthly), you can transform your recruitment processes into true strategic levers—capable of attracting, convincing, and retaining top talent.
