The attrition rate helps you understand the number of people leaving over a given period, across your company. This lets you know if you need to review current retention strategies, and where to focus your effort.
The average commute tells you how long it takes, on average, for your employees to get to work. This can help you make better choices about the location of your current offices, and to inform your growth and expansion strategies.
The average number of direct reports shows you how many employees the average manager at your company oversees. This is used to understand if your managers are being stretched, or have capacity for growing their team.
This helps you understand the performance of your diverse employees. This can be used to better focus learning and training initiatives, and to benchmark against larger trends.
The average salary helps you understand the compensation of your average employee. This is a quick way to check if your salaries are competitive within your industry, or if your company is meeting internal benchmarks on pay.
This tells you the average amount of time an employee has been with your company. This can form part of your overall turnover statistics, and give you an at-a-glance picture of how long-term your average employee is.
The candidate forecast helps you see how many applicants are needed to meet your current headcount goals. This gives you the knowledge you need to scale hiring efforts up or down, and to manage your budget for hiring more effectively.
The candidate process funnel helps you understand how quickly and efficiently candidates move through the recruitment process. This gives you insight into your overall recruiting activities and recruiter effectiveness.
The compa ratio shows you where your employee’s compensation sits relative to the exact midpoint of compensation over the whole company. This lets you quickly see if an employee is potentially being under or overpaid.
The compensation fairness metric helps you understand how your compensation is benchmarked against the broader market. With this, you can review your compensation strategies and policies with greater insight.
Viewing compensation as a percentage of revenue shows you how much of the revenue you generate is being spent on paying your employees. This can help you better plan your compensation packages and headcount.
This is the amount of money it takes to bring on a new employee. Knowing this, you can better focus your recruiting efforts – and push for meaningful retention strategies to lower the cost of recruitment overall.
The current headcount shows you just how many employees are currently in your company. Use this snapshot to see if you’re growing or shrinking, and for working out your averages in a given moment of the company’s progress.
The diverse hires metric helps you understand the amount of diverse employees you’re bringing into the company. Use it to better inform your diversity policies, sourcing, and recruiting processes.
The diversity candidate process funnel helps you see if diverse employees are being moved through the hiring cycle fairly. Use it to see if there are any potential areas of concern, or if there’s bias at play within the hiring cycle.
Understand the monetary cost of creating equity in pay in your organization. This is useful for evaluating your current compensation policies, and setting goals for growth and compensation in the future.
The engagement score is an indicator of how engaged your employees feel. This can show you where to focus your efforts, and can help you to better evaluate your existing policies and benefits.
The forecast attrition metric helps you understand the potential amount of attrition your company faces in the future – so you can plan your headcount accordingly.
This shows the number of recruiters you need to achieve your headcount and growth goals, so you can gauge whether your current headcount plan is feasible.
This metric helps you understand the salary you’ll need to offer new employees in order to be competitive in the market. It takes into account your current growth goals and the attrition rate at your company – now, and forecasted.
This can help you understand how candidates perceive the interview experience at your company. It can also shed light on the feelings of current and former employees. This can guide you towards potential areas of improvement.
See if your high performers are being paid above or below the midpoint. Use this to evaluate and allocate budget during promotion cycles. This can help meet retention goals and avoid attrition among high performers.
See the rate at which diverse employees are being hired, so you can benchmark against the broader market and internal policies.
Set a goal for hiring, and track your progress against this metric. See how far you have to go, how far you have come, and adjust your goal based on current needs.
This is a quick way to understand how close you are to reaching your goal – so you know if you need to increase efforts, or stay the course.
This helps you see how many employees you need to hire, given your current attrition. This means you can focus your hiring efforts to meet your goal, to counterbalance the rate at which employees are leaving.
This helps you understand the number of employees who are being processed out of your company. Use this metric to better understand whether your hiring practices need to be reviewed – or if employees don’t have adequate training.
The manager NPS of current employees tells you how likely your current employees would be to recommend their manager. Use it to understand the performance and leadership qualities of managers in your company.
The manager NPS of exited employees tells you how likely your former employees would be to recommend their manager. This lets you see whether management was a factor in the employee exiting the organization.
See if there is any relationship between manager training and their performance. Use this to refine your training efforts and focus on key areas.
Understand how likely your current employees would be to recommend your company. Get to know if your current employees are happy to work at the company, or if further measures are required.
The NPS of exited employees helps you understand how likely your exited employees would be to recommend your company so you know if people who leave your company have a favorable impression.
Understand the rate of new hires that remain with your company over a certain period. You can use this to see if there are any concerns during your onboarding process, or during a new employee’s early months.
This tells you how many candidates you’ll typically need to source in order to fill a role. Use this metric to gauge whether your hiring pipeline is sufficient to meet your current capacity and headcount goals.
The number of completed courses over time helps you understand the amount of courses employees are completing so you can gauge engagement with your learning platform.
See how many contractors are currently employed at the company, so you can create more accurate headcount forecasts and better understand your workforce.
Seeing the number of employees within banded pay structures helps you understand the compensation windows for your company. See if your compensation strategies need to be reviewed.
This tells you how many onsite interviews are being conducted each week, so you can understand how often candidates are being brought to a location, and how well your recruitment pipeline is flowing.
This tells you how many candidates your recruiting team contacted and screened over the phone each week. This can help benchmark against your recruitment goals and spot potential bottlenecks in the recruitment pipeline.
How many former employees return to the organization. This can indicate whether your policies, benefits, and compensation are competitive in the market. This can also be used alongside other workplace satisfaction metrics.
This helps you understand the rate at which candidates accept job offers. Use it to understand if there is a breakdown in the hiring process, or to prompt investigation of the competitiveness of your offers.
The time it takes for someone to get ramped up and ready to do productive work in your organization. This can help refine your onboarding processes and training, and set better workload capacity schedules.
See how many new hires there are in your organization this week. Use this metric to better allocate headcount for training and other processes related to onboarding.
The onsite to offer ratio helps you understand how many onsite interviews are needed to send an offer. If the ratio is too high, assess if there is an inappropriate allocation of resources.
The number of open jobs helps you better refine your headcount projections and gauge hiring efforts more effectively.
This is the ratio between manager roles and individuals who do not manage others. This metric can help you understand whether your hiring challenges are more pronounced at a senior or management level.
This shows you the amount of paid time off employees take within a year, giving insight into how comfortable your teams are to request time off. It can also help you gauge and manage the impact of burnout within the workforce.
See the flow of individuals moving through your hiring cycle, expressed as a rate. Passthrough rates can help you understand whether there are any specific areas of concern or roadblocks in your hiring cycle.
This complex analysis uses data from multiple streams to identify pay equity gaps in your organization.
This tells you the percentage of employees of color, relative to the size of the full-time workforce, in your company.
This tells you the percentage of leaders who are actively pursuing self development in your organization. Use this metric to gauge the success of your learning efforts, and measure engagement in senior levels.
See the percentage of employees that identify as a woman, relative to the size of the full-time workforce, in your company
See the distribution of management roles compared to individuals who do not manage others. That can show you if your organizational structure is top heavy.
The percentage of learning courses completed helps you understand the percentage of employees have taken the required courses out of what was assigned.
This can help you understand whether you are transferring problematic employees rather than pursuing disciplinary action – and indicate if there are wider cultural issues that allow problematic behaviors to pass.
The promotions metric helps you understand the career mobility in your company.
Understand the rate at which different groups of people move upward within the company. Use this to benchmark, set, and meet your DEI goals.
See how many of your diverse employees are in leadership positions at your company. Use this metric to recognize imbalances within your company, and to better refine your promotion and hiring policies.
See how many candidates a recruiter is able to review per day, and how many jobs a recruiter can manage. Use this to allocate and budget recruitment resources more effectively.
Answer questions like: are recruiters able to meet demand? Do I need contractors or agencies? Are my recruiters underperforming? Use it with other talent metrics related to recruiters: time to hire, hiring diversity, senior hires, and more.
Helps you understand the number of candidates per recruiter, so you can see if your recruiters are overwhelmed and need additional resources.
Shows the transactions completed by recruiters, and lets you see workload against engagement.
This helps you understand how long former employees stayed at your company on average.
The amount of time it takes for a job to go from open to filled. This can give you insight into the effectiveness of recruiting practices within the organization.
Time to hire helps you understand the amount of time it takes for a candidate to move through the recruitment process. It directly impacts the cost to hire, and is a reflection of recruiter performance.
Time to start tells you how long it takes for an employee to start employment after finishing the recruitment process. This can give insight into the efficiency of the onboarding process.
Gathered in the exit interview process, this helps you understand where employees are accepting new job offers. Use this knowledge to benchmark your current benefits, compensation, and policies against the top competition.
Use this knowledge from exit interviews to understand the key drivers of attrition in employees, so you can work to resolve and review current policies.
If candidates with high ratings from top companies are rejecting offers, this data can shed light on their withdrawal reasons and help you make better offers in the future.
See an accurate picture of an employee’s full compensation package. This metric combines their annual salary, bonuses, cost of benefits, and equity.
Total hires in the year to date helps you understand how fast your company is growing, and gives insight into how many jobs are opening.
The total terminations metric combines all employees leaving the company, regardless of the reason (involuntary or voluntary). Use this to gain insight into how to increase employee retention and improve hiring practices.
Understand internal employee mobility between departments and locations. This can give you insight into the fit between an employee and the position they are hired into.
This tells you the number of employees who willingly leave the company. Combine this with other metrics to see how to stay competitive within the market.