The document outlines key performance indicators (KPIs) for measuring the effectiveness of HR recruitment functions. It lists over 70 KPIs across categories such as recruitment, employee probation, vacancies, applications received, costs, hiring rates, internal mobility, and employment branding. The KPIs measure metrics like the volume of requisitions per recruiter, new hire satisfaction, external hire rates, time to fill positions, interview and hiring costs, internal promotion rates, and employment brand strength.

1. KPIs for HR Functions1 Recruitment Department

2. RecruitmentRecruitment is the process of filling job roles with internal or external candidates. KPIs generally focus on external recruitment, internal movement of candidates and the overall effectiveness of the recruitment process.

3. KPIsAverage requisitions handled per recruiter Measures the volume of requisitions handled by the team of recruiters, averaged on an individual basis. # New hire performance satisfaction index Measures, based on a survey, the performance level of newly hired personnel as perceived by their managers.# New hire satisfaction with recruiting index Measures the general satisfaction level with the recruitment process among newly recruited employees. % External hire rate Measures the percentage of external employment out of the total number of employees.# Net hire ratio Measures the replacing ratio of positions left open by the employees who just terminated their activity in the organization with hires from external sources.% New position recruitment rate Measures the percentage of internal and external hires on newly created positions out of the total number of existing positions. # New position recruitment ratio Measures the balance between new position hires and the number of individuals hired on replacement positions.# Applicant ratio Measures the average number of applicants per each opened position.# On time talent delivery factor Measures in average the deviation in days between the actual start date for new positions and the desired start date stated in the applications.

4. Continue : Employee % Employee probation reports outstanding Measures the number of outstanding employee reports registered at the end of the probation period relative to the total number of probation reports due. # Long term vacancies per total number of jobs Measures the number of vacant job positions for longer than 6 months relative to the total number of jobs during the measurement period of time. # Applications received by recruiting source Measures the average number of applications received per each recruiting channel such as online, referrals, newspaper, recruiting companies, etc during the reporting period of time.# Average response time for recruitment inquiries Measures the average time in hours needed to respond to a recruitment inquiry during the reporting period of time.% Newly recruited employees screened Measures the number of newly recruited employees who passed thorough a screening process after being hired relative to the total number of newly recruited employees$ Average interviewing cost Measures the average cost of a recruiting interview conducted. % Actual cost of hire Measures the actual hiring expenses relative to the initial budgeted expenses for the hiring process and activities.# Average feedback time on candidates Measures the average amount of time between the candidates being interviewed and receiving a feedback from the employing authority.

5. Continue % Unsolicited applications rate Measures the number of employment applications for a position for which no application request was required relative to the total number of employment applications submitted during the measurement period of time.# Hired to needed personnel ratio Measures the number of personnel hired by the employing organization relative to the number of personnel needed. # Applicants average age Measures the average age of candidates who applied for a job positions opened by an employing authority.% Internal appointments above level Measures the number of appointments for a higher position in the organizational hierarchy relative to the total number of internal appointments made during the reporting period of time. % Employment requests filled on schedule Measures the number of employment requests that were filled on schedule relative to the total number of employment request that were filled during the measurement period of time. % Promotions and management changes publicized Measures the percentage of promotions and changes in the structure of the managerial team that were made public from to the total number of promotions and managerial changes that took place% Succession plans for key positions Measures the percentage of key organizational positions that are supported and secured by a succession plan from the total number of key positions (roles) within the organization.

6. Continue : % Junior and middle managers who were promoted internally Measures the percentage of junior and middle managers who were promoted internally from the total number of managerial promotions made at the junior and middle level. % Employment offer acceptance rate Measures the percentage of employment offers accepted by candidates out of the total number of employment offers made. % Signing bonus rate Measures the percentage of hired employees who received a bonus upon employment out of the total number of external hires.# Career path ratio Measures the number of employees promoted in relation to the number of employees transferred on new positions.% Cross functional mobility Measures the percentage of employee movements or job rotations that result in a change of the functional area out of the total number of internal movements.% Internal hire rate Measures the number of employees who moved internally in the organization by demotions, transfers or promotions relative to the total size of the workforce during the measurement period of time.% Internal placement rate Measures the percentage of internal hires relative to the total number of hires, internal and external % Employees lateral mobility Measures the percentage of employees who were internally transferred to other functional areas out of the total number of internal employee movements including transfers, promotions and downgrading.

7. Continue # Promotion speed ratio Measures the average number of years spent by employees in a position before being promoted.% Employee transfer rate Measures the percentage of employees who experienced a transfer movement out of the total headcount.% Recruitment source breakdown Measures the distribution of the recruitment channels through which the employees first found out about the job opportunities as percentages of the total number of external hires.# Recruitment source ratio Measures the number of internal hires in relation to the number of external hires.# Average interviews per hire Measures the average number of interviews completed by a candidate before being hired. % Referral rate Measures the percentage of candidate referrals submissions out of the total number of employees. % Applicant interview rate Measures the percentage of candidates interviewed out of the total number of distinct candidates applying for the opened job positions.% Interview employment offer rate Measures the percentage of employment offers made out of the total number of candidates interviewed.

8. Continue : # Interviewee ratio Measures the total number of candidates interviewed for different positions in relation to the total number of employment offers accepted.% New hire failure factor Measures the percentage of newly hired employees that leave the organization not long after being hired out of the total number of external hires.% New staff with post-employment interview completed Measures the proportion of new staff (hired in the last 3 months) that have completed a post-employment interview as part of the induction and integration process.% Re-hired employees Measures the number of individuals who were re-employed after leaving the organization at least one time, relative to the total number of the employees in the organization.% Applicants / appointees referred by current employees Measure the percentage of applicants referred to apply for open positions by current employees of the hiring organization.% Staffing rate Measures the number of positions filled from the total number of vacant positions. % Accession rate Measures the proportion of the total number of new hires to total number of a company's employees. # Internal promotion to external hires ratio Measures the percentage of internal promotions from the number of external hires recorded by the organization.

9. Continue : # Average open time of job positions Measures the average number of days elapsed between job requisition date and offer acceptance for internal and external hires.$ Average signing bonus expense Measures the average size of the signing bonus for the newly hired personnel. # Recruiter to open requisition ratio Measures the ratio of staff in charge and available for recruitment process to the number of open requisitions.÷ Open requisitions to current staff Measures the ratio of job vacancies reported to headcount, indicating how many positions are open in each department, division or area, compared with headcount. Most organizations report two categories of open requisitions: approved and unapproved.# Open requisitions Measures how many positions are open in each department, division or area. % Job offer acceptance rate Measures the rate at which the positions offered are accepted by the applicants. % Internal promotion rate Measures the rate at which recruitment for open positions are filled through internal promotion within the company.# Average time to start Measures the period of time from the contract signing by both parties, until the start of the new job. $ Cost per hire Measures the costs incurred when hiring a new employee.# Employment brand strength An expression of how desirable an organization is as a place to work among employees and job seekers, according to an index based on survey questions and/or quantitative metrics. It measures the attractiveness of the organization’s employment value preposition.

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