{"id":234,"date":"2026-10-23T11:50:02","date_gmt":"2026-10-23T11:50:02","guid":{"rendered":"https:\/\/stafftonhealth.com\/blog\/?p=234"},"modified":"2026-10-23T11:50:02","modified_gmt":"2026-10-23T11:50:02","slug":"recruitment-kpi","status":"publish","type":"post","link":"https:\/\/stafftonhealth.com\/blog\/recruitment-kpi\/","title":{"rendered":"12 Healthcare Hiring Metrics Every Hospital HR Team Should Track"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">A recruitment KPI is only useful if it tells you where to act. Most hospital HR teams already report monthly hires and resignations. Those two numbers rarely explain why the ICU roster keeps breaking or why good candidates join a competitor instead.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The supply pressure is not going away.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.who.int\/news\/item\/12-05-2025-nursing-workforce-grows--but-inequities-threaten-global-health-goals\" target=\"_blank\" rel=\"noopener\"><b>World Health Organization<\/b><\/a><span style=\"font-weight: 400;\"> projects the global nurse shortage at 4.1 million by 2030. Indian hospitals compete for the same trained nurses, technicians, and doctors, so slow or leaky hiring shows up quickly at the bedside.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This guide covers 12 healthcare hiring metrics for recruitment KPIs, grouped by the question each one answers: speed, coverage, cost, conversion, and quality. Each comes with a simple formula, an estimated target range, and a link to a detailed post on improving it.\u00a0<\/span><\/p>\n<p><b>All target ranges below are planning estimates, not published benchmarks.<\/b><span style=\"font-weight: 400;\"> Measure your own baseline for one quarter, then tighten the targets.<\/span><\/p>\n<h2><b>How to Read These Hospital HR KPIs Before You Start<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A few rules make every hospital HR KPI more reliable:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Split by role group.<\/b><span style=\"font-weight: 400;\"> Ward nurses, critical-care nurses, allied staff, duty doctors and consultants behave differently. A single hospital-wide average hides the problem.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Split by unit.<\/b><span style=\"font-weight: 400;\"> A 4% vacancy rate overall can still mean 15% in the ICU.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Use one data source.<\/b><span style=\"font-weight: 400;\"> Pull every number from the same tracker or ATS export so the figures match month to month.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Name an owner.<\/b><span style=\"font-weight: 400;\"> Every metric needs one person who explains a red number at the monthly review.<\/span><\/li>\n<\/ul>\n<h2><b>Speed Metrics: How Fast a Vacancy Becomes a Person on Duty<\/b><\/h2>\n<h3><b>1. Time to Fill: Days From Approved Requisition to Accepted Offer<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Offer acceptance date \u2212 Requisition approval date<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 20\u201335 days for ward nurses and technicians; 45\u201390 days for consultants<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is the headline speed metric. Track it per role group and look at which stage the days are lost in.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most delays come from verification, notice periods, busy interview panels and approval chains. Hospitals that<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/reduce-time-to-hire-healthcare\/\"> <b>reduce time-to-hire in healthcare<\/b><\/a><span style=\"font-weight: 400;\"> usually fix those four stages first.<\/span><\/p>\n<h3><b>2. Offer-to-Joining Gap: The Notice-Period Days Hospitals Forget to Measure<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Joining date \u2212 Offer acceptance date<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> Under 30 days for nurses and allied staff; up to 60\u201390 days for senior doctors<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An accepted offer still leaves the ward short until the candidate joins. Record notice period and buyout willingness at the first screening call, and track joining no-shows as part of this metric. A long gap that nobody planned for is still a vacancy.<\/span><\/p>\n<h3><b>3. Credential Verification Turnaround: Time to Confirm Registration and Documents<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Verified-status date \u2212 Document submission date<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 2\u20135 working days<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Council registration, education certificates, and previous-employer checks often run one after another, adding weeks. Starting checks right after the first clinical screen and running them in parallel is the core of faster<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/what-is-doctor-verification\/\"> <b>doctor verification<\/b><\/a><span style=\"font-weight: 400;\">, and the same approach works for nurses and technicians.<\/span><\/p>\n<h2><b>Coverage Metrics: Whether Every Sanctioned Post Has Someone in It<\/b><\/h2>\n<h3><b>4. Fill Rate: The Share of Opened Requisitions That Actually Join<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (Positions filled and joined in period \u00f7 Positions opened in period) \u00d7 100<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 85\u201395% per quarter for routine clinical roles<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Count a position as filled only when the hire joins, not when an offer goes out. This fill rate metric is only meaningful if your requisitions match your approved staffing plan. That plan comes from <\/span><b>hospital manpower planning<\/b><span style=\"font-weight: 400;\">, which turns bed count and shift patterns into sanctioned posts.<\/span><\/p>\n<h3><b>5. Nursing Vacancy Rate: Open Nursing Posts Against Sanctioned Strength<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (Vacant nursing posts \u00f7 Sanctioned nursing posts) \u00d7 100<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> Under 5% overall; under 3% in ICU, OT and emergency<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This nursing vacancy rate KPI is the most direct link between HR data and patient safety. Report it by unit and by shift, because night-shift gaps are often hidden in daily averages. A rising rate in a critical unit is the signal to restart<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/nursing-recruitment\/\"> <b>nursing recruitment<\/b><\/a><span style=\"font-weight: 400;\"> before the next resignation lands.<\/span><\/p>\n<h3><b>6. Overtime and Temporary Cover Ratio: How Much of the Roster Is Patched<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (Shifts covered by overtime or temporary staff \u00f7 Total rostered shifts) \u00d7 100<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> Under 10% per unit<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Short spells of cover are normal during leave or sudden exits. When the ratio stays high for months, permanent vacancies are being absorbed by tired staff.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The mix of permanent vs temporary healthcare staffing should be a planned decision based on<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/permanent-vs-temporary-healthcare-staffing\/\"> <b>permanent vs temporary healthcare staffing<\/b><\/a><span style=\"font-weight: 400;\"> trade-offs, not a side effect of slow hiring.<\/span><\/p>\n<h2><b>Cost and Channel Metrics: Where Your Hiring Money Actually Goes<\/b><\/h2>\n<h3><b>7. Cost per Hire: The Full Spend, Including Vacancy Cover<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (External costs + Internal staff time + Vacancy cover costs) \u00f7 Number of hires<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> No fixed number; it should fall quarter on quarter for each role group<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most hospitals count only agency invoices and job-portal fees. The real<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/recruitment-cost\/\"> <b>recruitment cost<\/b><\/a><span style=\"font-weight: 400;\"> also includes interview hours, induction time, overtime backfill and income lost from closed beds. Compare cost per hire by role group, never as one blended figure.<\/span><\/p>\n<h3><b>8. Source of Hire: Which Channels Bring People Who Stay<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Hires from each channel \u00f7 Total hires, shown alongside 6-month retention for that channel<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> No single channel above about half of hires for any critical role<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A cheap channel with high early exits is expensive in practice. If a medical staffing agency supplies most of your ICU hires, compare its fees and retention with referrals, direct applications and verified talent pools before renewing the contract.<\/span><\/p>\n<h2><b>Conversion Metrics: Where Candidates Drop Out of the Process<\/b><\/h2>\n<h3><b>9. Stage Conversion Rate: Movement From Screening to Interview to Offer<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Candidates moving to the next stage \u00f7 Candidates entering the current stage<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 30\u201350% interview-to-offer for nursing roles<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Low screen-to-interview conversion means sourcing is poorly matched to the job. Heavy drop-off between interview and offer usually means slow scheduling or unclear selection criteria.<\/span><\/p>\n<h3><b>10. Offer Acceptance Rate: How Often Chosen Candidates Say Yes<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (Offers accepted \u00f7 Offers made) \u00d7 100<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 80\u201390%<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Record a reason for every decline, such as pay, shift pattern, location, release delay or a competing offer. Patterns across three months tell you which lever to pull. Pay bands, flexible rosters and a 24-hour offer release are among the<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/healthcare-hiring-strategies\/\"> <b>healthcare hiring strategies<\/b><\/a><span style=\"font-weight: 400;\"> that move this number.<\/span><\/p>\n<h2><b>Quality Metrics: Whether New Hires Stay and Perform Well<\/b><\/h2>\n<h3><b>11. Early Attrition Rate: New Hires Who Leave Within 180 Days<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> (New hires who leave within 180 days \u00f7 Total new hires in that cohort) \u00d7 100<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> Under 10%<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Every early exit repeats the full cost of hiring. Track it by unit, manager and source of hire. A spike under one manager or one channel points to the cause faster than exit interviews alone.<\/span><\/p>\n<h3><b>12. Quality of Hire: Performance and Probation Results of New Joiners<\/b><\/h3>\n<p><b>Formula:<\/b><span style=\"font-weight: 400;\"> Average of the 90-day manager rating, probation completion rate and competency-check pass rate<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Target (estimate):<\/b><span style=\"font-weight: 400;\"> 90%+ probation completion<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This KPI closes the loop on every other metric. Fast, cheap hiring that fails probation is not a win. Clear expectations written into a<\/span><a href=\"https:\/\/stafftonhealth.com\/blog\/staff-nurse-job-description\/\"> <b>staff nurse job description<\/b><\/a><span style=\"font-weight: 400;\"> give managers a fair standard to rate against.<\/span><\/p>\n<h2><b>Building a Recruitment KPIs Dashboard for Healthcare HR Teams<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A recruitment dashboard for healthcare does not need expensive software. One shared sheet works, with one row per role group and unit and one column per metric. Rate each cell red, amber or green against your targets.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Review the full dashboard monthly with HR, nursing leadership and the medical superintendent. Review vacancy rate and the overtime cover ratio for critical units every week.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Over two or three quarters, this hiring analytics routine shows which units, roles and channels need attention.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>S.No<\/b><\/td>\n<td><b>Metric<\/b><\/td>\n<td><b>Formula (short)<\/b><\/td>\n<td><b>Target (estimate)<\/b><\/td>\n<td><b>Review<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">1<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Time to fill<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Offer accepted \u2212 requisition approved<\/span><\/td>\n<td><span style=\"font-weight: 400;\">20\u201335 days (nurses)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">2<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Offer-to-joining gap<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Joining \u2212 offer accepted<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Under 30 days (nurses)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">3<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Verification turnaround<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Verified \u2212 documents submitted<\/span><\/td>\n<td><span style=\"font-weight: 400;\">2\u20135 working days<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">4<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fill rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Joined \u00f7 opened<\/span><\/td>\n<td><span style=\"font-weight: 400;\">85\u201395%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">5<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Nursing vacancy rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Vacant \u00f7 sanctioned posts<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Under 5% (under 3% critical)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Weekly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">6<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Overtime and temporary cover ratio<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Covered shifts \u00f7 total shifts<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Under 10%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Weekly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">7<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Cost per hire<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Total spend \u00f7 hires<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Falling each quarter<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">8<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Source of hire<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Hires per channel \u00f7 total<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No channel above ~50%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">9<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Stage conversion<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Next stage \u00f7 current stage<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30\u201350% interview-to-offer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">10<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Offer acceptance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Accepted \u00f7 offered<\/span><\/td>\n<td><span style=\"font-weight: 400;\">80\u201390%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">11<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Early attrition<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Exits within 180 days \u00f7 cohort<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Under 10%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">12<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quality of hire<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Rating + probation + competency<\/span><\/td>\n<td><span style=\"font-weight: 400;\">90%+ probation completion<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><b>How Staffton Health Supports Hospital Hiring Teams<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Several of these metrics depend on how quickly you find, check and engage qualified candidates.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Staffton Health is a<\/span><a href=\"https:\/\/stafftonhealth.com\/\"> <b>healthcare hiring platform<\/b><\/a><span style=\"font-weight: 400;\"> that connects hospitals with verified doctors, nurses and allied professionals. It combines job posting, credential verification, ranked candidate pipelines and in-app chat in one place.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That directly supports the metrics hospitals struggle with most: time to fill, verification turnaround, stage conversion and nursing vacancy rate.<\/span><\/p>\n<p><a href=\"https:\/\/stafftonhealth.com\/contact-us\/\"><b>Book a Staffton demo<\/b><\/a><span style=\"font-weight: 400;\"> to see how your open roles would move through a verified hiring pipeline.<\/span><\/p>\n<h2><b>FAQs<\/b><\/h2>\n<h3><b>1. What is a recruitment KPI in healthcare?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A recruitment KPI is a measurable indicator of how well a hospital fills its posts. Examples include time to fill, nursing vacancy rate, offer acceptance rate and early attrition. Each one should have a formula, a target and an owner.<\/span><\/p>\n<h3><b>2. Which hospital HR KPIs should a small hospital track first?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Start with four: time to fill, nursing vacancy rate, offer acceptance rate and early attrition. They cover speed, coverage, conversion and quality. Add the remaining metrics once the data is reliable.<\/span><\/p>\n<h3><b>3. How do you calculate fill rate in a hospital?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Divide the positions filled and joined in a period by the positions opened in that period, then multiply by 100. Count a hire only after joining, not at offer stage.<\/span><\/p>\n<h3><b>4. What is a good nursing vacancy rate for a hospital?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As a working estimate, aim for under 5% across the hospital and under 3% in ICU, OT, and emergency. Set your own target based on your sanctioned posts and patient acuity.<\/span><\/p>\n<h3><b>5. How often should a hospital review its recruitment dashboard?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Review the full dashboard monthly. Check nursing vacancy rate and the overtime cover ratio for critical units weekly, because those gaps affect patient care fastest.<\/span><\/p>\n<h2><b>Conclusion<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Hospitals rarely lack hiring data. What they lack is a short set of measures that point to a specific fix.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Speed metrics for Recruitment KPIs show where days are lost, coverage metrics show where wards are exposed, cost and channel metrics show where money leaks, and quality metrics show whether hiring is working.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pick your baseline, set estimated targets, and review them on a fixed rhythm.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/stafftonhealth.com\/\"><b>Staffton Health<\/b><\/a><span style=\"font-weight: 400;\"> can help hospitals improve the numbers that depend on finding and verifying talent faster, through verified candidate pools, credential checks and direct communication.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A recruitment KPI is only useful if it tells you where to act. Most hospital HR teams already report monthly hires and resignations. Those two numbers rarely explain why the ICU roster keeps breaking or why good candidates join a competitor instead. The supply pressure is not going away.\u00a0 The World Health Organization projects the [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":235,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-234","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-strategy"],"_links":{"self":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/234","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/comments?post=234"}],"version-history":[{"count":1,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/234\/revisions"}],"predecessor-version":[{"id":236,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/posts\/234\/revisions\/236"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/media\/235"}],"wp:attachment":[{"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/media?parent=234"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/categories?post=234"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/stafftonhealth.com\/blog\/wp-json\/wp\/v2\/tags?post=234"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}