Recruitment Metrics and Analytics Flashcards
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Read the first 7 Recruitment Metrics and Analytics flashcards as text
A company's offer acceptance rate dropped from 85% to 68% over one quarter. Which metric should be analyzed next to diagnose the cause?
Answer: Compensation benchmarking data vs. market
A declining offer acceptance rate often signals that compensation packages have fallen below market rates, making benchmarking data the most relevant next metric.
Which formula correctly calculates Cost Per Hire (CPH)?
Answer: Total recruiting spend / Number of hires made
Cost Per Hire is calculated by dividing total recruiting expenditures (internal + external) by the total number of hires during the same period.
A recruiter tracks 'pipeline velocity.' What does this metric primarily measure?
Answer: How quickly candidates move through each stage of the hiring funnel
Pipeline velocity measures the speed at which candidates progress through hiring stages, helping identify bottlenecks that slow down the overall process.
What does a 'sourcing channel effectiveness ratio' allow recruiters to compare?
Answer: The quality of hires produced by each sourcing channel relative to its cost
Sourcing channel effectiveness ratios compare quality outcomes (like performance ratings and retention) against the cost of each sourcing channel.
If a job has 400 applicants, 80 phone screens, 20 interviews, and 4 offers, what is the interview-to-offer conversion rate?
Answer: 20%
Interview-to-offer conversion = 4 offers / 20 interviews = 20%, indicating how many interviewed candidates receive an offer.
Which metric best captures the long-term effectiveness of a hiring decision?
Answer: Quality of hire
Quality of hire combines factors like new-hire performance scores, retention rates, and hiring manager satisfaction to measure the true value of a hire over time.
A recruiter notices that 60% of candidates drop off after the hiring manager phone screen stage. What is the most actionable next step?
Answer: Audit the phone screen process for inconsistent or off-putting candidate experiences
High drop-off at a specific stage points to a problem within that stage, so auditing the phone screen process for candidate experience issues is the most targeted response.