Organizations
— As benchmark data to be compared with data from other companies, competitors, other divisions, etc.
— As a budget planning tool, quarterly and annually
— As a comparator in recruitment process outsourcing (RPO) decisions
— As a factor in strategic planning and budgeting tasks, to determine future costs in investment decisions
— As a component of tracking and assessing the total cost of workforce turnover
— As an ongoing measure of the recruiting function’s overall performance

Departments and individuals who perform, manage or evaluate recruiting costs
— In setting sourcing budgets and strategy
— In assessing source cost-effectiveness
— As a measure of process improvement success
— As a component of overall recruiting process efficiency
— In measuring and comparing sub-group performance
— In measuring and comparing hiring performance by employee segments, such as professional versus hourly hires
— As a measure of individual recruiter performance
— As a screening criterion in the interview/selection process for recruiter hiring
— As a proficiency benchmark in recruiter training
— As an input in workforce planning scenarios