Secret HR metrics you need to start measuring today

Even if your organization isn’t deeply involved People Analytics, you’re likely already tracking some HR metrics. Metrics and KPIs are often the first step to insights and taking action based on data.

Starting to measure HR-data means you’re invested in improving organizational effectiveness which is great because that will ultimately strengthen your organization’s People Analytics strategy in the long run.

Most HR teams are familiar with common metrics such as turnover rates, time-to-hire and employee satisfaction scores. You also might have heard about metrics such as absenteeism rates or training completion rates.

But did you know there are some metrics that are lesser-known but that can be very impactful when monitored and acted on.

We’re sharing 3 of these metrics that high-performing HR teams often use in their day-to-day operations – and you should too.

Internal Mobility Rate

What is it?
The number of employees who move to new roles within the company over a certain period of time.

Why does it matter?  
If you have a high internal mobility rate it shows that there are a lot of opportunities for growth within your organization, and there are strong pathways for career development. Ideally you would like to retain talent within your organization. Giving them possibilities internally is more cost-effective than hiring from the outside in. A high internal mobility rate correlates with better employee engagement and lower turnover numbers.

How do you measure it?
(number of internal moves / total employees) x 100

Regrettable Turnover Rate

What is it?
The percentage of high-performing employees or employees marked as talents, who voluntarily leave the organization.

Why does it matter?
The regrettable turnover rate quantifies the people who have left your organization but you had rather see stay. Losing top-talents will impact your company’s productivity, growth, development and even morale. By measuring the regrettable turnover rate you can indicate gaps in leadership, career development, or engagement. These insights allow you to proactively address the root causes and strengthen retention strategies for your best people.

How do you measure it?
You can either label high-performing employees in your regular turnover data or separately track voluntary departures of employees that have high performance ratings or are considered talents. You can additionally use exit interviews or exit surveys to uncover the reasons for leaving.

Quality of Hire

What is it?
This measure shows how well new hires are contributing to the organization’s success over time.

Why does it matter?
This is a great indicator of the effectiveness of your organization’s hiring strategy. It will offer you direct insights into whether your recruitment methods are attracting top-performing candidates. Having a high Quality of Hire (QoH) will be a predictor of overall company performance.

How do you measure it?
Depending on your organization’s data you can combine metrics such as performance scores, turnover rates and other evaluations (for example cultural fit evaluation or XXX evaluation). Calculate by converting these metrics so they will represent a score on the same scale, and then taking the average of these scores.

High-performing HR teams know that the secret to driving meaningful change lies in gathering the right information, by measuring these metrics. Don’t be afraid to go beyond the basics. The metrics we discussed in this post go beyond traditional KPIs. By implementing these metrics, you can unlock actionable data to refine your people strategy, reduce costs, and boost overall organizational performance.

Are you ready to elevate your HR strategy? Start tracking these hidden metrics today and watch your workforce thrive.