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Cost per Hire: EMEA vs. US
Cost per hire in EMEA vs US varies due to differences in recruiting models, compensation norms, and process complexity. While generalizations are difficult, several patterns emerge. A recent survey found average CPH (including onboarding) at €6,500 in Western Europe vs. $5,500 in the US—slightly higher in Europe due to longer cycles and more touchpoints. 1.
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Quality of Hire: EMEA vs. US
Quality of Hire in EMEA vs. US are measured and managed differently due to employment laws, cultural norms, and data practices. Having said that, both regions prioritize quality of hire. Key Metrics and Regional Differences 1. First-Year Retention This is a common quality of hire indicator—if a hire leaves or is let go within a
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Time to Fill: EMEA vs. US
Time-to-Fill: EMEA vs US differs. Hiring in the US generally moves faster than EMEA. A 2024 study reports an average time-to-fill of 35 days in the US, compared to 40 days in the UK, and 55 in Germany—one of the slowest among advanced economies. The global median is 38 days, placing the US ahead and
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Comparing Key Recruitment Metrics: EMEA vs. US
Global companies often encounter distinct recruitment challenges in EMEA compared to the US. Differences in labour laws, culture, and market structure influence hiring speed, quality, cost, diversity focus, and candidate experience. This report compares 3 core recruitment metrics: Time-to-Fill, Quality of Hire and Cost per Hire —across EMEA and US markets. It highlights best practices
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Candidate Experience
Candidate experience refers to how job seekers perceive and feel about an organization’s hiring process. It is often quantified through candidate satisfaction surveys or Net Promoter Score (NPS) and the Offer Acceptance Rate. The candidate satisfaction involves asking rejected candidates if they’d reapply or recommend the employer. While the offer acceptance rate is the percentage of offers extended
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How to Improve Cost of Hire
High-performing firms always looks for ways to improve cost of hire. They do this by using technology and smart strategies to maintain this hiring metric. Here are 3 ways to improve cost of hire. 1. Leverage Technology & Automation Automation can dramatically reduce the manual effort (and cost) per hire. Recruiting software and AI handle tasks
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Cost of Hire (TA Metric)
Cost of Hire measures the total recruiting cost to fill an open position. This includes advertising/job boards, recruiter salaries or agency fees, referral bonuses, travel and interview costs. In some cases, it also includes assessment tools, signing bonuses, relocation, and onboarding costs – divided by the number of hires in that period. The Society for Human
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How to Improve Quality of Hire
Quality of hire is the North Star metric. Improving this metric drive long-term business value via a more capable, stable, and engaged workforce. When quality of hire is high, you see it in higher productivity, innovation, and lower turnover costs. This research will provide insights on how to improve quality of hire, tapping into best practices
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Quality of Hire (TA Metric)
Quality of hire gauges how well new employees perform and contribute – essentially the ultimate outcome of recruiting. It’s a bit abstract to measure directly, so companies use proxies like first-year retention (or attrition) rates, new hire performance evaluations, time to full productivity, and hiring manager satisfaction. An especially telling metric is First-Year Attrition, i.e. the percentage of new
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Time to Hire Best Practices
The global average time-to-hire (or time to fill) for non-executive roles is around 54 days, though this varies by industry. Hiring speed directly impacts business performance and talent acquisition success. Leading companies like Amazon, Google, Microsoft, Uber and more relentlessly optimize time-to-hire without sacrificing quality. Here are 4 Practical ways to Improve Time to Hire 1.
