Must-Know Staffing Kpis [Latest Report]

Highlights: Staffing Kpis

  • 1. Staff Turnover Rate
  • 2. Employee Retention Rate
  • 3. Time to Fill
  • 4. Cost per Hire
  • 5. Training Effectiveness
  • 6. Absenteeism Rate
  • 7. Employee Engagement
  • 8. Job Satisfaction
  • 9. Internal Promotion Rate
  • 10. Overtime Hours
  • 11. Revenue per Employee
  • 12. Performance Evaluation Results

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In today’s fast-paced and ever-changing business landscape, it is more important than ever to have a firm grasp on your organization’s people strategy. Staffing Key Performance Indicators (KPIs) provide a quantitative and objective way to measure the effectiveness of your recruitment and talent management practices, helping you identify areas of excellence and areas for improvement.

In this in-depth blog post, we will discuss the importance of implementing robust staffing KPIs and explore the key indicators that can have a significant impact on your organization’s success. Join us as we uncover the secrets to unlocking a high-performing and optimized workforce by harnessing the power of data-driven decision making.

Staffing KPIs You Should Know

1. Staff Turnover Rate

This KPI measures the number of employees who leave the organization during a specific period, indicating the overall employee satisfaction and company culture.

2. Employee Retention Rate

Contrary to turnover, this KPI measures the percentage of employees retained within an organization during a given time period. A higher retention rate reflects a stable and positive work environment.

3. Time to Fill

This KPI measures the average time taken to fill a vacant position within the organization, indicating the efficiency of the hiring process and the ability of the organization to attract suitable candidates.

In today’s fast-paced and ever-changing business landscape, having a firm grasp on your organization’s staffing strategy is more essential than ever before.

4. Cost per Hire

This KPI measures the total expenses incurred during the hiring process, including advertising costs, agency fees, and onboarding expenses. A lower cost per hire indicates a more streamlined and cost-effective recruitment process.

5. Training Effectiveness

This KPI evaluates the success of employee training programs by examining the improvement in employee performance and skills after completing training sessions.

6. Absenteeism Rate

This KPI measures the percentage of working days lost due to employee absence, helping to identify any underlying issues within the organization that may be contributing to a high rate of absenteeism.

7. Employee Engagement

This KPI assesses the level of employee commitment, enthusiasm, and involvement within the organization, which may directly impact overall productivity and retention rates.

8. Job Satisfaction

This KPI measures the overall satisfaction of employees with their job roles, work environment, and company culture. High job satisfaction rates often correlate with increased productivity and employee retention.

9. Internal Promotion Rate

This KPI measures the percentage of job vacancies filled by internal candidates, reflecting the organization’s success in employee development and growth opportunities.

10. Overtime Hours

This KPI tracks the amount of overtime hours worked by employees, which can be an indication of workload balance or the need for additional staff. Excessive overtime hours may impact employee morale and productivity in the long-term.

Staffing KPIs play a crucial role in assessing the effectiveness of human resource management within an organization.

11. Revenue per Employee

This KPI measures the financial productivity of employees by dividing the company’s revenue by the total number of employees. It helps to determine the efficiency of staff and identify opportunities for improvement.

12. Performance Evaluation Results

This KPI assesses the overall employee performance and contribution to the organization, often using a combination of metrics such as goal completion, project success, and feedback from managers or colleagues.

Staffing KPIs Explained

People KPIs play a critical role in assessing the effectiveness of an organization’s people management. They provide insight into the overall employee experience and the company’s ability to attract and retain top talent. Factors such as turnover, retention, and job satisfaction determine the quality of the work environment and play an important role in keeping employees motivated and engaged. Efficient hiring processes, measured by metrics such as time-to-fill and cost-per-hire, ensure that vacancies are filled quickly and cost-effectively.

Training effectiveness, internal promotion rates, and performance review results directly indicate the success of employee development programs and the scope for growth within the organization. Absenteeism and overtime help identify potential workload imbalances, while employee engagement and revenue per employee show overall productivity and the company’s ability to maximize its human capital. By analyzing these KPIs, organizations can make informed decisions to improve employee satisfaction, increase performance, and ultimately drive business success.


In summary, workforce KPIs play a critical role in assessing the efficiency, effectiveness, and overall success of an organization’s workforce management efforts. By monitoring these key performance indicators, organizations can make informed decisions to optimize their recruitment, retention, and productivity strategies.

Organizations that implement and consistently track their workforce KPIs will be better positioned to achieve their goals and maintain a competitive edge in today’s fast-paced global marketplace. Remember, an organization’s success is only as strong as its talented workforce, and staffing KPIs are the essential tools needed to maximize that potential.


What are Staffing KPIs?

Staffing Key Performance Indicators (KPIs) are measurable values that help organizations gauge the effectiveness, efficiency, and overall performance of their recruitment and employee management processes. These KPIs enable companies to make informed decisions for improving their talent acquisition and retention strategies.

Why are Staffing KPIs important for businesses?

Staffing KPIs are important because they provide insights into the effectiveness of a company's recruitment and human resources strategies. By regularly monitoring these metrics, businesses can identify areas of improvement, optimize their processes, control costs, and ensure they hire and retain the right talent to achieve their goals and maintain a competitive edge in their industry.

What are some examples of commonly tracked Staffing KPIs?

Some commonly tracked Staffing KPIs include Time-to-Hire, Cost-per-Hire, Employee Turnover Rate, Retention Rate, Job Offer Acceptance Rate, and Employee Net Promoter Score. These KPIs provide insights into the efficiency of recruitment processes, the financial impact of hiring, and the overall satisfaction and retention of employees.

How can a company improve its Staffing KPIs?

Companies can improve their Staffing KPIs by assessing their current talent acquisition and management strategies, setting clear goals, identifying areas of inefficiency, and implementing targeted improvements. This may include enhancing the hiring process, investing in employee training and development, creating a positive company culture, and regularly reviewing and adjusting human resources policies and procedures to ensure they are effective in attracting and retaining top talent.

How frequently should companies monitor Staffing KPIs?

The frequency at which companies should monitor Staffing KPIs varies depending on their specific goals and industry, but it is generally recommended to review these metrics regularly. This may be done monthly, quarterly, or annually. Regular evaluation allows businesses to quickly identify and address issues, ensuring that their staffing processes remain efficient, cost-effective, and geared towards achieving the company's objectives.

How we write our statistic reports:

We have not conducted any studies ourselves. Our article provides a summary of all the statistics and studies available at the time of writing. We are solely presenting a summary, not expressing our own opinion. We have collected all statistics within our internal database. In some cases, we use Artificial Intelligence for formulating the statistics. The articles are updated regularly.

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