Staffing Function Metrics
Segmentation
Metric
Retention After Sign-On Bonus
Effectiveness Productivity
On-Time Talent Delivery
Time to Start
Time to Fill
Internal Time-to-Fill Ratio
Requisition Response
Applicant Conversion Rate
Interview Conversion Rate
Options
• Location, line of business, job level,
occupational group
• Location, line of business, job level,
occupational group
• N/A
• Location, line of business, function,
occupational group
• Location, line of business, function,
occupational group
• Location, line of business, function,
occupational group
• Location, line of business, job
level, occupational group
• Location, line of business, job
level, occupational group
Source: Closing the Strategy-Execution Gap in HR, Corporate Leadership Council
Description/Formula Grade (A,C,F)
• Retention of employees _
receiving a sign-on bonus:<To
Be Established>
• Measures how closely talent is _
delivered by the required date:
Total Days (+ or –)Deviated from
Needed-By Date / Hires
• Average calendar days to start an _
employee in a vacant position: Days to
Start / Hires
• Average calendar days to fi ll a vacant _
position: Days to Fill / Hires
• Average calendar days to fi ll a vacant
position with an internal hire: Time to
Fill.Internal / Hires.Internal
• Average days from requisition being _
raised to when it is posted: Days from
Requisition to Posting / Requisitions
• Percentage of applicants that are _
converted to a new hire: Applicants /
Hires * 100
• Number of interviews required to _
generate a new hire: Interviews / Hires
* 100
Staffing Function Metrics
Metric
Referral Conversion Rate
Offer Acceptance Ratio
External Acceptance Rate
Top Candidate Acceptance
Rate
Effectiveness Quality
Line Manager Satisfaction
with New Hires
Line Manager Satisfaction with
Recruiting
New Hire Failure Factor
Segmentation
Options Description/Formula Grade (A,C,F)
• Location, line of business, function, • Referrals hired as a percentage _
occupational group of total referrals: Referrals
Hired / Referrals * 100
• Location, line of business, function, • Offers accepted as a percentage of _
occupational group offers extended: Acceptances /
Offers
• Location, line of business, function, • External acceptances as a percentage _
occupational group of external offers:
Acceptances.External / Offers.External
* 100
• Location, line of business, function, • Positions filled with the top choice _
occupational group candidate as a percentage of new
hires: Top Candidate Hires / Hires *
100
• None • Relative measure of line managers’ _
satisfaction with new hires:<To Be
Established>
• None • Relative measure of the level of _
satisfaction of line managers with the
recruiting process: <To Be
Established>
• None • The average number of new hires that _
turn over within a given time frame
(e.g., 6 months, 12 months): New
Hires.Early Departure / New Hires
Source: Closing the Strategy-Execution Gap in HR, Corporate Leadership Council
Staffing Function Metrics
Segmentation
Metric Options Description/Formula Grade (A,C,F)

Employment Brand Strength • Location, line of business, function,
occupational group
• A relative measure of the _
recognition among potential
recruits of the organization as a
desirable place to work: <To Be
Established>

Source: Closing the Strategy-Execution Gap in HR, Corporate Leadership Council