Recruitment Metrics and Analytics Flashcards
7 cards from real USA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Recruitment Metrics and Analytics flashcards as text
Which benchmark is commonly cited by SHRM as the average cost per hire in the United States?
Answer: $4,700
SHRM benchmarks average cost per hire at approximately $4,700, though this varies significantly by industry, role level, and organization size.
What does 'submit-to-interview ratio' measure in agency or staffing recruitment?
Answer: How many candidates a recruiter submits to clients versus how many get interviewed
The submit-to-interview ratio measures the percentage of candidate submissions to clients that result in an interview, reflecting the quality of the recruiter's candidate matching.
A recruiter is asked to report on 'hiring funnel conversion rates.' What should this report show?
Answer: The percentage of candidates who advance from each stage to the next
Hiring funnel conversion rates show what percentage of candidates successfully move from one stage to the next (e.g., application to screen, screen to interview), revealing where candidates drop off.
Which metric helps measure whether a recruiter is managing an appropriate workload?
Answer: Requisition load per recruiter
Requisition load per recruiter tracks how many open positions each recruiter is managing, helping identify overload situations that can degrade quality and speed.
If time-to-fill is consistently 90+ days for a technical role, which analysis should the recruiting team prioritize?
Answer: Analyze the talent supply versus demand for required skills in the target market
Consistently long time-to-fill for technical roles often reflects a tight talent market, making supply/demand analysis the most strategic starting point.
What is a 'quality of source' metric designed to measure?
Answer: The performance and retention outcomes of hires attributed to each sourcing channel
Quality of source assesses how well hires from each channel (referrals, LinkedIn, job boards, etc.) perform and stay with the company, not just how many applications they generate.
A hiring team uses 'regrettable loss among new hires' as a metric. What does this track?
Answer: New hires who voluntarily resign and whom the company wishes had stayed
Regrettable loss specifically counts high-potential or high-performing new hires who choose to leave voluntarily—people the organization would have preferred to retain.