ECRE Recruitment Analytics 3 — Questions and Answers
Question 1: A recruitment team wants to reduce bias in hiring decisions using data. Which approach best supports this goal?
- Structured, anonymized scoring rubrics tracked in an ATS (Correct answer)
- Increasing the number of interviews conducted per candidate
- Relying on referral networks to source candidates
- Lengthening the job description to attract more applicants
Correct answer: Structured, anonymized scoring rubrics tracked in an ATS
Structured rubrics with anonymized data remove subjective variance and create an auditable record that can be analyzed for disparate impact.
Question 2: Which formula correctly calculates 'cost per hire'?
- (Internal costs + External costs) / Total hires (Correct answer)
- Total job ad spend / Number of applicants
- Recruiter salary / Positions filled
- Time-to-fill × Hiring manager hourly rate
Correct answer: (Internal costs + External costs) / Total hires
The SHRM-defined cost per hire formula sums all internal and external recruiting costs and divides by total hires in the period.
Question 3: What is the primary purpose of a recruitment funnel analysis?
- To identify where candidates drop out of the hiring process (Correct answer)
- To calculate total recruiting budget requirements
- To benchmark salaries against market data
- To determine workforce planning headcount needs
Correct answer: To identify where candidates drop out of the hiring process
Funnel analysis maps conversion rates at each hiring stage, revealing bottlenecks where candidates disproportionately exit the process.
Question 4: An ECRE candidate reviews a dashboard showing a 'candidate satisfaction score' of 3.2 out of 5. What is the most actionable next step?
- Segment the score by hiring stage to identify where the experience breaks down (Correct answer)
- Replace all recruiters assigned to low-scoring roles
- Suspend job postings until the score improves
- Switch to a new applicant tracking system immediately
Correct answer: Segment the score by hiring stage to identify where the experience breaks down
Segmenting by stage (application, interview, decision) pinpoints specific pain points rather than treating the problem as uniform.
Question 5: Which term describes the use of historical hiring data to forecast future talent needs?
- Predictive workforce analytics (Correct answer)
- Descriptive recruitment reporting
- Diagnostic talent auditing
- Prescriptive compensation modeling
Correct answer: Predictive workforce analytics
Predictive workforce analytics uses historical patterns (turnover, growth rates, skill demand) to project future hiring requirements.
Question 6: A recruiter notices that a job board generates high application volume but low hire rates. What does this suggest?
- The board attracts candidates who are poorly matched to the role requirements (Correct answer)
- The job board has the best ROI of all sourcing channels
- Hiring managers are being too selective in the interview stage
- The time-to-fill for those roles is too short
Correct answer: The board attracts candidates who are poorly matched to the role requirements
High volume with low conversion indicates the channel is reaching a broad but poorly targeted audience, reducing sourcing efficiency.
Question 7: What does 'adverse impact' mean in recruitment analytics?
- A selection rate for a protected group that is less than 80% of the rate for the highest-scoring group (Correct answer)
- A candidate declining an offer due to a poor interview experience
- An increase in time-to-fill caused by a hiring freeze
- A drop in application volume following a negative employer review
Correct answer: A selection rate for a protected group that is less than 80% of the rate for the highest-scoring group
The 4/5ths (80%) rule from the EEOC Uniform Guidelines defines adverse impact as a substantially lower selection rate for a protected class.
ECRE Recruitment Analytics 3
A recruitment team wants to reduce bias in hiring decisions using data.
Which approach best supports this goal?