HR metrics & recruitment metrics
The analytics layer of the hiring funnel: how to define, calculate and read the workforce and recruitment metrics that matter — turnover, retention, time to fill and hire, cost and quality of hire, funnel conversion and more — with six free, private calculators. Educational and evergreen — no benchmarks, no statistics, no salary data, no vendor rankings, and not legal advice. It builds on employer operations and the staffing layer.
Measure what you manage
Two families of metrics — the workforce you have, and how you hire — plus calculators for the core rates.
- Measure the existing workforce — turnover, retention, attrition, engagement, development and capacity
- Measure hiring — time to fill and hire, cost and quality of hire, funnel conversion and offer outcomes
- Calculate the core rates instantly with free, private, browser-based calculators
- Connect every metric to workforce planning, staffing and the wider hiring funnel
Browse all 20 metric guides
HR metrics
Measure the workforce you already have — turnover, retention, engagement, development and capacity.
Employee Turnover Rate
Employee turnover rate measures how many people left over a period relative to the average number employed.
Open HR metricEmployee Retention Rate
Employee retention rate measures how much of a starting group of employees you keep over a period.
Open HR metricEmployee Attrition Rate
Employee attrition rate measures departures relative to the workforce, often with an emphasis on roles that are not backfilled.
Open HR metricNew-Hire Retention
New-hire retention measures how many recent hires are still employed after an early-tenure window.
Open HR metricEmployee Engagement Metrics
Employee engagement metrics describe how connected and committed people feel to their work and organisation.
Open HR metricEmployee Development Metrics
Employee development metrics describe how people grow inside the organisation — skills built, opportunities taken and movement into new roles.
Open HR metricTraining Effectiveness Metrics
Training effectiveness metrics ask not just whether training happened, but whether it changed anything.
Open HR metricWorkforce Capacity Metrics
Workforce capacity metrics compare the work your people can do against the work the business needs done.
Open HR metricHeadcount Growth
Headcount growth measures the net change in the size of your workforce between two points, as a percentage of the earlier figure.
Open HR metricWorkforce Planning Metrics
Workforce planning metrics measure how well your actual workforce is tracking against the plan: the roles you intended to have, when, and how reality compares.
OpenRecruitment metrics
Measure how you hire — speed, cost, quality, funnel conversion and offer outcomes.
Time to Fill
Time to fill measures how long a role takes from opening to an accepted offer.
Open Recruitment metricTime to Hire
Time to hire measures how long a specific candidate takes to move from entering the pipeline to accepting the offer.
Open Recruitment metricCost Per Hire
Cost per hire measures the average cost of making a hire over a period.
Open Recruitment metricQuality of Hire
Quality of hire asks the most important recruiting question: did the people we hired turn out well? There is no single formula — it is a composite, usually combining performance, ramp and retention signals.
Open Recruitment metricOffer Acceptance Rate
Offer acceptance rate measures the share of offers that candidates accept.
Open Recruitment metricRecruitment Funnel Metrics
Recruitment funnel metrics track how candidates move through each stage of hiring, from first contact to accepted offer.
Open Recruitment metricCandidate Pipeline Metrics
Candidate pipeline metrics describe the health of the candidates in progress: how many you have, whether they are moving, and whether there are enough relative to the roles you need to fill.
Open Recruitment metricInterview-to-Offer Ratio
The interview-to-offer ratio shows how many candidates you interview for each offer you make.
Open Recruitment metricOffer-to-Hire Ratio
The offer-to-hire ratio shows how many offers it takes to make one hire.
Open Recruitment metricVacancy Rate
Vacancy rate measures the share of positions that are currently open.
OpenFree, private HR calculators
Six working calculators. Everything runs in your browser — no signup, nothing sent or stored.
Employee Turnover Rate Calculator
Separations ÷ average headcount, as a percentage.
Open CalculatorEmployee Retention Rate Calculator
Employees who stayed ÷ employees at the start, as a percentage.
Open CalculatorTime to Fill Calculator
Days between a role opening and the accepted offer.
Open CalculatorTime to Hire Calculator
Days between pipeline entry and the accepted offer.
Open CalculatorHeadcount Growth Calculator
Net change in headcount as a percentage of the previous figure.
Open CalculatorCost Per Hire Calculator
Total recruiting costs ÷ number of hires.
Open CalculatorEmployee Turnover Cost Calculator
Departures × your estimated cost per departure.
Open CalculatorRecruitment Capacity Calculator
Recruiters × roles each, with period throughput.
Open CalculatorTraining ROI Calculator
(Benefit − cost) ÷ cost, as a percentage.
Open CalculatorWorkforce Allocation Calculator
Allocated hours ÷ total available hours, as a share.
Open CalculatorRecruitment Conversion Rate Calculator
Advanced ÷ entered, as a percentage and ratio.
Open CalculatorOffer Acceptance Rate Calculator
Offers accepted ÷ offers extended, as a percentage.
Open CalculatorNew-Hire Retention Rate Calculator
New hires retained ÷ new hires, as a percentage.
Open CalculatorWorkforce Capacity Calculator
Employees × productive hours, minus planned leave.
Open CalculatorEmployee Retention Calculator
Project who stays from headcount and a retention rate.
OpenReading metrics responsibly
A few principles that apply across every metric on this hub.
- Attach a period and a scope to every figure — a number without them is not comparable.
- Read related metrics together; turnover, retention and growth tell one story between them.
- Prefer your own trend over any outside number — this hub publishes no benchmarks or averages.
- Treat metrics as prompts for questions, not verdicts; the cause matters more than the number.
Where this fits
HR metrics are the analytics layer above operations, staffing and hiring.
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Frequently asked questions
What does the HR metrics cluster cover?
Two families of educational metric guides — HR metrics (turnover, retention, attrition, new-hire retention, engagement, development, training effectiveness, capacity, headcount growth and workforce planning) and recruitment metrics (time to fill and hire, cost and quality of hire, offer acceptance, funnel and pipeline metrics, interview-to-offer and offer-to-hire ratios, and vacancy rate) — plus six working calculators.
Do the calculators work, and is my data private?
Yes. All six calculators run entirely in your browser with no backend. Nothing you type is sent, stored or tracked, and there is no signup or gating.
Do you publish benchmarks, averages or statistics?
No. Every page is educational and intentionally avoids benchmarks, sector averages, workforce statistics, salary data and fabricated studies. Worked examples are simple arithmetic illustrations of a formula, not claims about real populations.
Is any of this legal, tax or financial advice?
No. It is neutral, educational guidance on how metrics are defined, calculated and read — not legal, tax, financial or employment-law advice. Confirm specifics with qualified professionals.
Who is this cluster for?
Founders, employers, HR and operations managers, recruiters and team leaders who want to measure their workforce and hiring consistently and read the numbers responsibly.