Talent acquisition (TA) functions continue to adjust their recruiting strategies and tactics to reflect new workforce dynamics and candidate preferences. As TA functions make these adjustments, it is an opportune time to reevaluate the recruiting and hiring metrics used to measure TA effectiveness and return on investment (ROI). This guide summarizes common recruiting metrics (e.g., time-to-fill, offer-acceptance rate, interview-to-hire ratio), metrics to watch in 2021, and how to calculate various TA metrics. Among the metrics to watch are: Candidate Net Promoter Score (NPS): How likely is a candidate or employee to recommend applying to work at your company? To derive and evaluate this measure 1) Ask on a scale of 1-10, how likely are you to recommend (your company) to a friend or colleague?” 2) subtract the percentage of 1-6 (detractors) responses from the percentage of 9 or 10 (promoters) responses. Answers of 7 or 8 are passive and therefore not included in the calculation. 3) The candidate’s net promoter score will be a whole number and range from -100 to +100. The guide notes an NPS net positive score is good, and scores of 50 percent or more are excellent. In case you missed it, you can also check out this post I made on the article 60 Recruitment Benchmarks Every HR Professional Needs To Know | HCMI.