What are the top 5 metrics to measure the effectiveness of your global talent pipeline?

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Building a global talent pipeline is a strategic way to source, attract, and engage diverse and qualified candidates for your organization's current and future needs. However, how do you know if your pipeline is effective and aligned with your business goals? To answer this question, you need to measure and analyze some key metrics that reflect the quality, quantity, and efficiency of your global talent pipeline. In this article, we will discuss the top 5 metrics to measure the effectiveness of your global talent pipeline and how to use them to improve your global talent acquisition strategy.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent…

1 Metric 1: Pipeline Diversity

Pipeline diversity is the degree to which your talent pipeline reflects the diversity of your target markets, customers, and stakeholders. It is important to measure pipeline diversity because it can help you enhance your employer brand, increase your innovation potential, and reduce your hiring bias. To measure pipeline diversity, you can use various dimensions, such as gender, ethnicity, nationality, language, culture, education, experience, and skills. You can also compare your pipeline diversity with your industry benchmarks and your diversity goals.

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2 Metric 2: Pipeline Volume

Pipeline volume is the number of candidates that enter and move through your talent pipeline at each stage of your hiring process. It is important to measure pipeline volume because it can help you assess your sourcing effectiveness, optimize your hiring funnel, and forecast your hiring needs. To measure pipeline volume, you can use metrics such as applicants per opening, candidates per interview, interviews per offer, and offers per hire. You can also segment your pipeline volume by source, location, role, and time.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Pipeline volume is important because it enables you to measure your app to higher ratio and examine any shortfalls. Your app to higher ratio will vary by position. For example, a high volume rule such as a customer service rep will likely receive more applications than a vice president of operations role From here, you can examine where you need to adjust your employment, branding and recruitment strategies to drive higher application completion rates.

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3 Metric 3: Pipeline Velocity

Pipeline velocity is the speed at which candidates progress through your talent pipeline from the first contact to the final hire. It is important to measure pipeline velocity because it can help you reduce your time to hire, improve your candidate experience, and increase your offer acceptance rate. To measure pipeline velocity, you can use metrics such as time to screen, time to interview, time to offer, and time to onboard. You can also monitor your pipeline velocity by stage, by source, by role, and by recruiter.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Pipeline velocity is important because it keeps you on top of each stage of the hiring process. You should be knowledgeable about how long it takes candidates to complete your application and then move through each interview stage. Measuring pipeline velocity allows you to identify areas for improvement. For example, you might have a hiccup during the process where it is taking an extra long time for candidates to get scheduled between their first and second interview. Because you measure velocity, you can dig in deeper and fix any issues that are slowing the process down.

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4 Metric 4: Pipeline Quality

Pipeline quality is the extent to which your talent pipeline matches your hiring criteria and expectations. It is important to measure pipeline quality because it can help you improve your hiring outcomes, reduce your turnover rate, and enhance your talent retention. To measure pipeline quality, you can use metrics such as hire rate, retention rate, performance rating, and satisfaction score. You can also evaluate your pipeline quality by skill, by fit, by potential, and by feedback.

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Lindsey Herman

Global Talent Leader | Human Resources & People Operations Consultant | Driving Organizational Growth through Talent Acquisition, Development & Retention | Employment Analytics & Insights
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Measuring pipeline quality is important as it directly relates to retention. It doesn’t do an organization any good to receive a high volume of unqualified applications. Staying on top of this metric will help you adjust your branding and recruitment strategies accordingly. You always want to focus on quality applications and hires.

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5 Metric 5: Pipeline Conversion

Pipeline conversion is the ratio of candidates that move from one stage of your talent pipeline to the next or to the final hire. It is important to measure pipeline conversion because it can help you identify your hiring bottlenecks, optimize your hiring resources, and increase your hiring efficiency. To measure pipeline conversion, you can use metrics such as conversion rate, yield ratio, drop-off rate, and cost per hire. You can also analyze your pipeline conversion by source, by channel, by role, and by recruiter.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the top 5 metrics to measure the effectiveness of your global talent pipeline?

1

2

3

4

5

6

1 Metric 1: Pipeline Diversity

2 Metric 2: Pipeline Volume

3 Metric 3: Pipeline Velocity

4 Metric 4: Pipeline Quality

5 Metric 5: Pipeline Conversion

6 Here’s what else to consider

Global Talent Acquisition

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What are the top 5 metrics to measure the effectiveness of your global talent pipeline?

1

2

3

4

5

6

1 Metric 1: Pipeline Diversity

2 Metric 2: Pipeline Volume

3 Metric 3: Pipeline Velocity

4 Metric 4: Pipeline Quality

5 Metric 5: Pipeline Conversion

6 Here’s what else to consider

Global Talent Acquisition

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