15 HR analytics you should measure now

Are you an HR leader trying to improve hiring efficiency, reduce turnover, or measure the impact of training programs? Well, so you may be struggling to make data-driven decisions about hiring, retention, training, and employee engagement, due to a lack of clear insights. It’s time to say goodbye to manual tracking, fragmented data, and outdated metrics that make it nearly impossible to pinpoint inefficiencies or predict future talent needs.

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HR analytics, also known as People Analytics or Workforce Analytics, is a data-driven approach to managing human resources that can significantly impact an organization's performance and decision-making processes. In this blog, we’ll explore the top 15 HR metrics that help you uncover meaningful trends, identify bottlenecks, and align workforce planning with business objectives.

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1. Time to hire

Time to hire tracks the number of days between posting a job and successfully onboarding a candidate, including job postings, candidate applications, interviews, background checks, and final offer acceptance. Companies that prioritize speed over skills often use this metric as their primary gauge of hiring efficiency. 

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Use this formula:

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Time to hire = Date of hire − Date of job posting

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Example: If a job was posted on January 1st and the candidate was hired on January 25th, the time to hire is 24 days.

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According to Genius, the global average time to hire is 44 days. Long hiring times can indicate inefficiencies in the recruitment funnel, potentially leading to talent loss as candidates accept competing offers. 

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Besides, a long hiring process increases costs, strains existing teams, and can disrupt business operations due to administrative expenses and lost productivity. This way, tracking time to hire allows HR leaders to identify bottlenecks—whether in sourcing, screening, or decision-making—and implement skill-matching technology to accelerate hiring without compromising quality.

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However a quick hire doesn’t guarantee a great fit. Companies must balance speed with candidate quality by integrating skill-based hiring and predictive analytics. Leveraging AI-powered tools for pre-screening and automated assessments can streamline decision-making while ensuring the right talent is onboarded.

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2. Cost per hire

Cost per hire quantifies the total investment required to recruit a new employee, including advertising, recruiter salaries, technology costs, referral bonuses, and background checks. Given that recruitment is one of the largest HR expenses, tracking this metric helps organizations allocate resources efficiently and uncover potential cost-saving opportunities.

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Use this formula:

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Cost per hire = Total recruitment costs /  Number of hires​

Example: If total recruitment costs (job ads, recruiter fees, interview expenses) amount to $50,000 for 10 hires, the cost per hire is $5,000.

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One of the biggest challenges with cost per hire is balancing efficiency with effectiveness. Cutting costs too aggressively can lead to lower-quality hires, higher turnover, and longer ramp-up times. To avoid this, companies can use AI-driven talent mobility platforms to reduce hiring costs by identifying internal talent for open positions, reducing reliance on external recruitment. 

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3. Quality of hire

Quality of hire assesses the effectiveness of recruitment efforts by measuring the performance, productivity, and retention of new employees. Unlike time to hire or cost per hire, which focus on process efficiency, quality of hire determines whether new hires contribute positively to the organization. 

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This is the formula: 

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Quality of hire= (Performance score + Retention score + Hiring manager satisfaction score)/3

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Example: If a new hire has a performance score of 80%, retention score of 90%, and manager satisfaction of 85%, the quality of hire is (80 + 90 + 85) / 3 = 85%.

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A strong quality-of-hire metric is often linked to retention rates, performance evaluations, and time to full productivity. High-quality hires adapt quickly, excel in their roles, and stay longer within the company. 

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However, measuring quality is complex—companies often rely on subjective manager evaluations or performance reviews. A data-driven approach that includes skills mapping, ramp-up time, and long-term career progression provides a more objective view. 

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AI-driven skills mapping ensures that new employees possess the required competencies for success. Rather than relying solely on resumes or gut instinct, skills mapping matches candidates based on validated skills, reducing mis-hires and improving retention.

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4. Candidate experience score

Candidate experience score measures how job seekers perceive the recruitment process, from initial application to final decision. A seamless, transparent hiring journey enhances employer branding and attracts top talent. Negative experiences—such as poor communication, lengthy processes, or unclear expectations—can deter qualified talent and reduce applicant pools.

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Use this formula:

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Candidate experience score=  Total positive candidate responses / Total responses  ×100

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Example: If 300 out of 400 candidates report a positive hiring experience, the score is (300 ÷ 400) × 100 = 75%.

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To build a strong candidate experience scores, HR leaders can provide timely feedback, streamline interview scheduling, and track candidate drop-off rates to identify points of friction in the hiring process. Besides, AI-powered skill matching ensures applicants are considered for roles that align with their competencies, reducing unnecessary application steps and helping candidates see clear career pathways, improving engagement.

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5. Employee engagement score

Employee engagement score gauges overall workforce commitment, motivation, and satisfaction. Engaged employees are more productive, innovative, and loyal to their organizations. This metric is often assessed through surveys, pulse checks, and sentiment analysis, helping HR leaders understand workforce morale.

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This is the formula:

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Employee engagement score= Total positive responses / Total survey responses ×100

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Example: If 800 out of 1,000 employees report high engagement, the engagement score is (800 ÷ 1,000) × 100 = 80%.

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According to Gallup’s 2023 State of the Global Workplace Report, only 23% of employees worldwide are fully engaged, costing businesses trillions in lost productivity. 

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Engagement is also a leading indicator of retention and performance. Factors such as career development opportunities, recognition, and meaningful work contribute to higher employee engagement scores. 

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6. Employee Net Promoter Score (eNPS)

The employee net promoter score (eNPS) measures how likely employees are to recommend their company as a place to work, providing insight into workforce sentiment and organizational culture. The eNPS survey typically asks employees one question: “On a scale of 0-10, how likely are you to recommend this company as a great place to work?” Scores are then categorized into promoters, passives, and detractors.

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Then, use this formula:

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eNPS=%Promoters−%Detractors

Example: If 60% of employees are promoters (score 9-10), 20% are detractors (score 0-6), and 20% are neutral (score 7-8), the eNPS is 60 - 20 = 40.

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A high eNPS indicates a strong, engaged workforce, while a low score signals cultural or operational issues that may lead to attrition. Organizations that act on employee feedback by improving management practices and growth opportunities tend to see higher eNPS over time.

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7. Revenue per employee

Revenue per employee (RPE) measures workforce efficiency by dividing total company revenue by the number of employees. This metric helps HR and leadership teams understand the financial contribution of each employee and optimize workforce productivity.

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This is the formula:

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Revenue per employee=  Total number of employees / Total revenue

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Example: If annual revenue is $50 million and there are 500 employees, revenue per employee is $100,000.

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A declining RPE may indicate issues such as skill gaps, inefficient processes, or underutilized talent. HR leaders must ensure that employees have the right skills and tools to maximize output, making skill-based workforce planning essential for maintaining a high RPE.

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8. Goal completion rate

Goal completion rate measures how effectively employees meet individual, team, or organizational objectives. This metric is essential for tracking performance alignment with company strategy. To measure this, it’s important to have clearly defined goals that allow employees to understand how their work contributes to broader business outcomes. Goal completion rate is often analyzed alongside OKRs (Objectives and Key Results) or KPIs (Key Performance Indicators) to assess progress and identify areas for improvement.

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Use this formula:

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Goal completion rate= Number of completed goals/ Total goals set ×100

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Example: If a team completes 45 out of 50 goals, the goal completion rate is (45 ÷ 50) × 100 = 90%.

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Low goal completion rates may indicate misalignment between employee skills and job expectations, lack of engagement, or inefficient processes. An AI-driven career path development aligns employees with roles that match their skill sets and career aspirations, ensuring employees have the right capabilities to meet evolving business needs, making workforce performance more predictable and scalable.

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9. Training ROI (Return on Investment)

Training ROI evaluates the effectiveness of learning and development programs by measuring the impact on employee performance, retention, and business outcomes. Without clear ROI metrics, organizations risk spending on ineffective programs that fail to drive skill development or career progression.

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Use this formula:

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Training ROI= Benefits from training - Training costs​ / Training costs ×100

Example: If training leads to a $100,000 productivity increase and costs $20,000, training ROI is (($100,000 - $20,000) ÷ $20,000) × 100 = 400%.

A strong training ROI is linked to improved productivity, reduced turnover, and higher engagement. Measuring training effectiveness requires a mix of qualitative and quantitative data, including post-training assessments, on-the-job performance improvements, and business impact analysis.

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AI-powered learning recommendations ensure training investments deliver tangible results. By identifying precise skill gaps and suggesting personalized learning paths, it enables organizations to upskill employees efficiently. This data-driven approach maximizes training ROI by ensuring that development initiatives are targeted, relevant, and aligned with business needs.

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10. Employee turnover rate

Employee turnover rate measures the percentage of employees who leave an organization within a specific period. High turnover is costly—replacing an employee costs 50-200% of their annual salary, depending on the role and industry. By tracking turnover, HR teams can identify patterns and address retention risks before they escalate.

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Use this formula:

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Turnover rate= Number of employees who left / Average number of employees ​×100

Example: If 25 employees leave in a year and the average workforce size is 500, the turnover rate is (25 ÷ 500) × 100 = 5%.

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Companies with clear internal mobility pathways experience lower turnover, as employees see opportunities for growth within the organization. Adepti helps organizations reduce turnover by mapping internal career paths and facilitating upskilling. Instead of losing employees to external opportunities, companies can use AI-driven insights to match talent with new internal roles, fostering long-term retention and reducing hiring costs.

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11. Voluntary vs. Involuntary turnover

Voluntary turnover refers to employees leaving by choice, often for better opportunities, dissatisfaction, or personal reasons. Involuntary turnover includes terminations due to performance issues, restructuring, or layoffs. Distinguishing between the two helps HR teams develop targeted retention strategies. 

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Use these formulas:

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Voluntary turnover rate = Voluntary exits / Average employees ×100

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Involuntary turnover rate = Involuntary exits / Average employees × 100

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Example: If 10 employees resign voluntarily and 5 are terminated in a workforce of 500, voluntary turnover is (10 ÷ 500) × 100 = 2%, and involuntary turnover is (5 ÷ 500) × 100 = 1%.

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High voluntary turnover can signal deeper cultural or structural issues, such as lack of growth opportunities or poor management. In contrast, involuntary turnover may indicate hiring mismatches, emphasizing the importance of skill-based recruitment. AI-driven career pathing ensures employees see long-term growth within the company; while skills matching technology improves hiring decisions, reducing misalignment between employee capabilities and job expectations.

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12. Retention rate

Retention rate measures the percentage of employees who stay within an organization over a specific timeframe. It is the inverse of turnover rate and is a key indicator of workforce stability. 

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Use this formula:

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Retention rate=  Total employees at start - Employees who left / Total employees at start  ×100

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Example: If a company starts with 500 employees and 50 leave, the retention rate is ((500 - 50) ÷ 500) × 100 = 90%.

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High retention suggests a positive work environment, competitive compensation, and effective leadership. On the other hand, a low retention rate can signal issues such as lack of career progression, poor leadership, or misaligned company culture. HR leaders must analyze exit interviews, engagement surveys, and internal mobility data to identify and address retention challenges.

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13. Diversity ratio

Diversity ratio measures the percentage of employees from various demographics (e.g., gender, age, ethnicity) within an organization. A diverse workforce fosters innovation, enhances decision-making, and improves financial performance. 

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Use this formula:

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Diversity ratio= Number of employees from underrepresented groups​ / Total employees ×100

Example: If 150 out of 1,000 employees are from underrepresented groups, the diversity ratio is (150 ÷ 1,000) × 100 = 15%.

Tracking diversity ratios helps organizations identify representation gaps and implement inclusive hiring practices. However, diversity without inclusion can lead to high turnover among underrepresented groups, that’s why HR leaders need to apply bias-free hiring through AI-driven skill assessments. By focusing on capabilities rather than backgrounds, companies can create fairer, more inclusive hiring processes.

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14. Pay equity ratio

The pay equity ratio compares salaries across different demographics—such as gender, ethnicity, or job level—to ensure fair compensation practices. It is a key indicator of an organization’s commitment to diversity, equity, and inclusion (DEI). 

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Use this formula: 

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Pay equity ratio= Average salary of group A​ / Average salary of group B 

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Example: If men earn an average of $80,000 and women earn an average of $72,000, the pay 

equity ratio is $72,000 ÷ $80,000 = 0.90 (or 90%), meaning women earn 90 cents for every dollar men earn.

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According to the World Economic Forum’s 2023 Global Gender Gap Report, the gender pay gap still sits at approximately 20% globally, meaning women earn about 80 cents for every dollar earned by men in similar roles. 

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Organizations that fail to address pay equity risk lower employee morale, increased turnover, and reputational damage, especially as pay transparency laws gain traction worldwide. Pay gaps often stem from historical biases, lack of standardized pay structures, or limited visibility into compensation data. 

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By focusing on skill-based compensation rather than traditional background-driven pay scales, organizations can create a fairer system where employees are rewarded based on their contributions and capabilities. This fosters a transparent, inclusive workplace where talent thrives.

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15. Absenteeism rate

Absenteeism rate tracks unplanned absences, which can signal engagement, health, or workplace culture issues. High absenteeism often correlates with burnout, low morale, or workplace dissatisfaction.

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Use this formula:

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Absenteeism rate=  Total unplanned absences / Total workdays  ×100

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Example: If a company records 1,000 unplanned absences over 50,000 total workdays, absenteeism rate is (1,000 ÷ 50,000) × 100 = 2%.

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Analyzing absenteeism patterns allows HR to identify root causes—whether they stem from workload, workplace culture, or personal well-being. 

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Create a data-driven HR strategy with Adepti

The future of workforce management lies in data-driven decision-making. Organizations that harness HR analytics gain a competitive edge, optimizing hiring, retention, and employee development with precision. Yet, achieving this level of insight requires more than just tracking numbers—it demands an intelligent, AI-powered solution that transforms raw data into actionable strategies.

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Adepti’s AI-driven talent management platform automates skill mapping, analyzes workforce trends, and identifies opportunities for growth and efficiency—all in real time. Whether you're looking to reduce hiring costs, improve employee retention, or boost engagement, Adepti provides the insights you need to make smarter, faster, and more effective talent decisions. Book a free demo now.