Tell me about a time when you implemented recruiting metrics into your work. What metrics did you use?
Measuring and analyzing data in the recruitment process are vital to the success of the entire recruitment process. In the end, putting metrics to use is the best way to hire the best candidates and save money in the end. By asking this question, your interviewer is interested in hearing how you have put recruitment metrics to your work in the past. They are also interested in the metrics that you would provide to hiring managers at their organization. For this question, provide them with a quick list of some of the measures you have used in the past and why these metrics were important. In the end, make sure that your interview knows that you believe in using recruitment metrics to better the work that you would be doing at their organization.
"I have used many different types of metrics in the past. The type of metrics you use in recruiting is often based on the specific organization and jobs that you recruit for. In the past, I have used time-to-fill, cost-per-hire, and attrition in the first year. I have also been using a new metric for quality of hire. We use this metric to track how new hires perform. We then compare the stats with the employee's specific information to see if we can identify patterns in quality candidates. I also find it very important to use sourcing metrics to find out where our best hires are sourced from so we can focus our recruitment advertising budgets in those spaces."
