We talk a lot about candidate experience, and Survale’s focus is on feedback. But without easy access to recruiting analytics that put feedback into context, it’s hard to see what’s working. That limits the value of the feedback.
Candidate satisfaction often reflects how well your recruitment operations are run. To support that idea, here are four recruiting analytics that can improve how you hire.
Quality of Hire by Source
Most companies aren’t getting quality of hire data in real time. But with the right tools, you can. Ongoing quality of hire data helps long term and short term. You can map it to other metrics like source of hire. You can also spot issues early and fix them before they get worse.
If one team has lower quality hires, dig into their process. Small changes now can help prevent poor performance or early exits later. Tracking quality by source helps you spend money where it brings results. One channel might be fast, but if it brings low-quality hires, it costs more in the long run.
This type of budget data helps recruiting leaders make their case. Are we hiring the right people? Can we do it better by shifting budget to what works? If you can say yes and show the data, leadership will support your hiring plans.
Interview Satisfaction by Division
Do you know what happens during interviews? Are hiring managers making the right impression? Are candidates walking away excited or confused?
Interview satisfaction is a key recruiting metric. It’s the second most important part of hiring after sourcing. Start by looking at interview scores by division. If one area is low, check the hiring managers involved. Some may need training. Tracking this across all managers at once can be too much, so break it down.
Candidate feedback often highlights problems:
“Hiring manager never showed up.”
“Interviewer was distracted.”
“I was promised a follow-up and heard nothing.”
This feedback matters. As Tony Suzda from Dent Wizard put it, “Every candidate knows five others who might apply. A bad interview hurts our brand in that region.”
Hiring Manager Satisfaction with Talent Acquisition
Hiring managers have insights about their recruiter partners. Are the right candidates being sent? Are offers strong enough to land top talent? Is the process smooth?
Regular feedback from hiring managers helps spot problems and set clear goals. It helps recruiters and managers stay aligned. It also keeps hiring performance a constant priority.
This metric is a must-have for recruitment dashboards. It connects the dots between recruiters and hiring managers. It shows what’s working and what needs attention.
Candidate Net Promoter Score by Division
Candidate Net Promoter Score (NPS) measures how likely someone is to refer a job seeker to your company. A high score means more people willing to promote you. That boosts every part of your hiring.
Start by tracking NPS across the company. Then break it down by division. Look for patterns. If one team has a low NPS, dig deeper. What are candidates saying? What can you fix?
A strong NPS leads to:
- More referrals
- Better offer acceptance
- Stronger brand recognition
Recruiting analytics help tie feedback to real outcomes. A high NPS means people feel good about your process. That feeling spreads.
Final Thoughts
Good candidate experiences lead to better hires. That’s no longer just a guess. Feedback tools and recruiting analytics make it clear.
With the right recruitment analytics, teams can:
- Improve quality of hire
- Fix weak interviews
- Strengthen recruiter and manager partnerships
- Boost satisfaction and referrals
Each metric helps you focus on what matters. Predictive analytics in recruitment helps teams adjust faster. Talent analytics help companies improve hiring without guesswork. Use data the right way and show how your team is helping the business grow.
A solid automation tool for recruiters can help collect and sort this data. Make it part of your daily recruiting process, not just a yearly review.
We talk a lot about candidate experience, and focus of Survale on feedback. But without easy access to recruiting analytics that put feedback into context, it’s hard to see what’s working. That limits the value of the feedback.
Candidate satisfaction often reflects how well your recruitment operations are run. To support that idea, here are four recruiting analytics that can improve how you hire.
FAQs
What is recruitment analytics?
It’s using data to understand and improve how hiring works across your company.
What are the 3 Ps of recruitment?
People, process, and performance. All three help build stronger hiring systems.
How AI in recruitment transforms the hiring process?
AI tools help teams save time, spot trends, and make hiring more fair and consistent.
How is data analytics being applied to improve hiring decisions?
It helps leaders find what works and fix what doesn’t. Data replaces guesswork in hiring.
