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Top 6 Recruiting Metrics to Improve Your Recruitment Strategies

Updated: Feb 6, 2022

To win today’s talent war, recruiting teams must make the right adjustments to their recruitment strategies at the right time. This is why it’s more important than ever for recruiting teams to have clear visibility into the talent pipeline and recruitment process. Getting the necessary data and metrics in place is the most critical step to make this vision a reality.


However, while there is no shortage of measurements, not all recruiting metrics are equally important and helpful. That is why we handpicked these top 6 recruiting metrics from our library of over 620 HR metrics to help HR executives better use data to improve their recruitment strategies:

  1. Internal Hire Rate

  2. Time to Fill

  3. Time to Start

  4. Net Hire Ratio

  5. Cost per Hire

  6. Internal vs External Hire Ratio


Using Analytics to Improve Recruiting and Onboarding


1. Internal Hire Rate

Internal Hire Rate refers to the number of positions filled internally via promotion, transfer, or other moves as a percentage of the total number of all new hires. A new hire is counted as an internal hire when the organization fills the open position with an existing employee. This can be both lateral and vertical movements of employees across the organization. Learn more at HCMI’s Beginner Guide to Internal Hire Rate.


Internal Hire Rate = Total Internal Hires / Average Employee Headcount in the Period

Internal Hire Ratio Formula

Example: If the Internal Hire Rate is 40%, it means that 40% of all new hires are filled internally.


2. Time to Fill

Time to Fill measures the average total number of calendar days from the date a job requisition is posted to the date a new hire accepts the position. Recruiting executives can use this metric to quickly gauge the effectiveness and efficiency of their recruitment process. This metric can also be used as a reliable estimate on long it would take to fill an empty position. Learn more at