Your CEO may not be sitting in on interviews or tweaking job ads, but they are absolutely watching the numbers behind your hiring.
That’s because people performance is business performance. From profitability to productivity, most of your company’s big goals depend on having the right people in the right roles, and getting them there efficiently.
Here are five HR metrics your CEO cares about most, how to calculate them, and how better recruitment can move those numbers in the right direction.
1. Employee Engagement (eNPS)
What it tells your CEO:
How committed are employees to the company’s success, and how likely are they to recommend it as a workplace? Low engagement often shows up in your numbers long before resignations do.
How to calculate it:
eNPS = % of Promoters – % of Detractors
- Promoters: Employees rating 9–10 on “How likely are you to recommend us as a place to work?”
- Passives: 7–8 (not included in calculation)
- Detractors: 0–6
Example: If 50% are Promoters and 20% are Detractors, your eNPS is 30.
Engagement often starts during recruitment. When job ads and interviews accurately reflect the role and culture, new hires arrive with realistic expectations and stronger motivation. Employers on JobsTT who have refined their role descriptions have reported better first-year engagement, particularly in service-based industries.
2. Turnover Rate
What it tells your CEO:
Are we keeping the right people, or are we losing talent faster than we can replace it?
How to calculate turnover rate:
Turnover Rate (%) = (Number of separations ÷ Average number of employees) × 100
How to estimate the annual cost of turnover:
Annual Cost of Turnover = (Average cost per hire + Onboarding cost + Training cost + Cost of unfilled time) × (Number of employees × Annual turnover %)
Example: If hiring costs $20,000 TTD, onboarding is $5,000, training is $3,000, and unfilled time costs $2,000, that’s $30,000 per turnover. With 100 employees and 15% turnover, the annual cost is $450,000 TTD.
Reducing turnover starts with better alignment. A broader, better-targeted applicant pool increases the odds of a strong fit. JobsTT allows employers to showcase values, benefits, and culture, attracting candidates who are more likely to stay.
3. Hiring Efficiency (Time-to-Fill)
What it tells your CEO:
How quickly can we fill roles so projects and revenue aren’t delayed?
How to calculate it:
Time-to-Fill = Total number of days to fill all roles ÷ Total number of roles filled
Benchmarks:
- Non-technical roles: 14–30 days
- Specialist or leadership roles: 30–60 days
Example: If it took 420 total days to fill 20 positions, your average time-to-fill is 21 days.
One FMCG employer using JobsTT reduced their average time-to-hire from 47 to 33 days by adjusting their application process and setting up alerts for top candidates within the first 24 hours of posting. Small, targeted changes can create big improvements without sacrificing quality.
4. Productivity Per Employee
What it tells your CEO:
Is each team member contributing enough to justify their role?
How to calculate it:
Productivity per Employee = Total Revenue ÷ Number of Full-Time Equivalent Employees (FTEs)
Example: If your annual revenue is $20 million TTD and you have 200 FTEs, that’s $100,000 per employee.
Hiring people with the right skills and industry experience shortens the ramp-up period and improves productivity sooner. JobsTT’s search tools make it easier to identify candidates who can contribute from day one, reducing strain on existing staff.
5. HR Cost vs. Impact
What it tells your CEO:
Is our investment in recruitment and people delivering a measurable return?
How to calculate cost per hire:
Cost per Hire = (Total Internal Recruiting Costs + Total External Recruiting Costs) ÷ Number of Hires
Example: If HR salaries and admin cost $100,000 TTD, advertising and platforms cost $50,000, and you make 50 hires, your cost per hire is $3,000 TTD.
JobsTT offers employers a cost-effective way to reach thousands of local jobseekers while tracking job views, applications, and trends, giving you measurable ROI. For highly specialised or executive roles, JobsTT complements targeted executive search services like Progressive to ensure you get the right talent at the right investment.
Metrics Are Only as Good as the Action You Take
These HR metrics aren’t just numbers. They are signals about whether your recruitment process is helping or holding back the business.