If your in-house Talent Acquisition team is still being measured solely on “time to fill” or “roles closed,” you’re missing a huge part of the story.
In today’s complex hiring climate, where expectations on TA teams have expanded dramatically, it’s time to shift the focus from speed to value.
The Problem with Traditional TA KPIs
Metrics like cost per hire, time to fill, or number of hires offer surface-level insights. But they don’t capture:
- The quality and impact of each hire
- The health of the hiring process
- The experience of your stakeholders
- The long-term fit and retention
You might be filling jobs but are you hiring right? Are you reducing regrettable attrition? Are internal teams actually supported in the way they need to be?
A Balanced Scorecard Approach to TA
A Balanced Scorecard gives your team a more strategic and complete view of hiring performance. At Intuitive TA, we help organizations measure across four key areas:
| Category | Example Metrics |
| Hiring Quality | Retention at 6-12 months, new hire performance, hiring manager feedback |
| Process Efficiency | Time to shortlist, interview-to-offer ratio, recruiter capacity |
| Stakeholder Experience | Hiring manager NPS, SLA compliance, feedback turnaround |
| Candidate Experience | Candidate NPS, communication scores, drop-off rate between stages |
Why This Is Critical in 2025
In 2025, many TA teams are lean, budgets are tight, and every hire has to deliver. The balanced scorecard:
- Helps you measure what matters, not just what’s easiest to count
- Supports continuous improvement, identifying bottlenecks and inefficiencies
- Elevates the TA function as a strategic advisor to the business, not just an order-taker
The Bottom Line
If you’re not measuring hiring quality, experience, and process – you’re only telling half the story. The companies leading the way in 2025 are the ones using data to drive BOTH operational excellence and strategic value in talent acquisition.
