Talent Acquisition & Recruiting
Combine ADP hiring data with ATS sources like Greenhouse for end-to-end recruiting analytics.
Quick answer
- What is the difference between time to fill and time to hire?
- Time to fill measures from requisition approval to offer acceptance and reflects the whole process including approvals. Time to hire measures from the candidate entering the pipeline to acceptance and reflects candidate experience. Tracking both shows whether delays are internal or in the funnel.
- How is quality of hire measured without a performance system?
- Retention at 90 days and 12 months is the most reliable proxy and it comes straight from the HRIS. If performance or ramp data exists it strengthens the measure, but early retention alone already separates strong sources from weak ones.
Why this reporting is hard
Recruiting metrics usually stop at the offer. The applicant tracking system knows about the pipeline, the HRIS knows about the hire, and nobody joins the two - so questions about quality of hire and source effectiveness go unanswered.
This page describes the recruiting analytics pack that runs from requisition through the first year of employment.
Reports in this pack
- Requisition and pipeline healthOpen requisitions by department, days open, stage distribution, and aging against target.
- Funnel conversionApplicants to screens to interviews to offers to hires, with conversion and drop-off at each stage.
- Time to fill and time to hireDays from approval to offer accepted and from posting to start date, by role, level, and recruiter.
- Source effectivenessHires, cost, and conversion rate by source, with the sources producing interviews but no hires isolated.
- Offer performanceOffer acceptance and decline rates with declined-offer reasons and compensation comparison.
- Quality of hireNew hire retention at 90 days and 12 months, and early performance signals joined back to source and recruiter.
Metrics tracked
- ✓Open requisitions and aging distribution
- ✓Time to fill, time to hire, and time in stage
- ✓Offer acceptance rate
- ✓Cost per hire by source and department
- ✓90-day and first-year new hire retention
- ✓Interview-to-hire ratio per recruiter
How Praisidio builds it
- Join applicant tracking data to HRIS and payroll records so the hire and the pipeline share one identity.
- Standardize stage names and requisition status across teams so funnel math is comparable.
- Report quality of hire on a lag and hold it against source, so the sourcing budget follows outcomes.
- Deliver a weekly requisition view to hiring managers and a monthly rollup to leadership.
Every report reads from your existing systems - payroll, HRIS, time, benefits, and finance - so there is no data warehouse project and no spreadsheet export step. Reports are scheduled, delivered, and versioned, and every number can be traced back to the source record.
Frequently asked questions
What is the difference between time to fill and time to hire?
Time to fill measures from requisition approval to offer acceptance and reflects the whole process including approvals. Time to hire measures from the candidate entering the pipeline to acceptance and reflects candidate experience. Tracking both shows whether delays are internal or in the funnel.
How is quality of hire measured without a performance system?
Retention at 90 days and 12 months is the most reliable proxy and it comes straight from the HRIS. If performance or ramp data exists it strengthens the measure, but early retention alone already separates strong sources from weak ones.
Does this require replacing the applicant tracking system?
No. The pack reads from the existing system, whether that is Greenhouse, Breezy, ClearCompany, or another tool, and joins it to HR and payroll data for the post-hire view.
See Talent Acquisition & Recruiting live
We will build this reporting pack against your own data on the call, so you can see the real numbers instead of a sample.
Request a demo Browse the full report library