Which recruiting metrics do you track, and why?
What the interviewer wants to hear
- Time to fill and time to hire
- Source of hire and cost per hire
- Funnel conversion and offer acceptance rate
- Quality of hire and early attrition
Model answer
I track a few core metrics. Time to fill and time to hire show speed and help set realistic timelines with managers. Source of hire and cost per hire tell me which channels give good people for the money, so I can shift budget. Funnel conversion rates between stages show where candidates drop, for example if many fail the technical round, I recalibrate screening. Offer acceptance rate and joining ratio show whether our offers and pre-boarding work. Finally, quality of hire, such as manager ratings or 6-month performance, and early attrition tell me if we hired the right people, not just fast. I review these monthly and use them in conversations with hiring managers.
Can you answer it under time pressure?
Take a timed easy round and get scored on every answer.
More easy HR Recruiter questions
- Walk me through the end-to-end recruitment process you follow.
- How do you screen a resume quickly but fairly?
- How do you find and approach passive candidates?
- Why does candidate experience matter, and how do you improve it?
- Why do you want to work as a recruiter?
- How would you build a Boolean search to find candidates for a role?
- How do you prepare for and run an intake meeting with a hiring manager?
- A rejected candidate asks for feedback. How do you respond?
- How do you keep candidates engaged during a long hiring process?