The same candidate experience data serves radically different purposes depending on who’s consuming it. A recruiter needs real-time, actionable signals about individual requisitions. A CEO needs quarterly trend lines that connect talent outcomes to business performance.
This white paper defines the metrics that matter. Then it maps the candidate experience data across organizational levels, identifying the specific metrics, cadence, and format that drives action at each level.
The Recruiter
Recruiters need immediate, requisition-level feedback. Key metrics: application completion rate, interview satisfaction by candidate, time-to-schedule, and candidate drop-off points. Cadence: real-time alerts and daily dashboard checks.
The Recruiting Manager
Recruiting managers need team-level patterns. Key metrics: satisfaction scores by recruiter, response rates, trending sentiment by job family, and comparative team performance. Cadence: weekly team reviews.
The Director of TA
Directors need operational intelligence across the full recruiting function. Key metrics: CX trends by department and location, source-to-satisfaction correlation, hiring manager scorecards, and process bottleneck identification. Cadence: bi-weekly operational reviews.
The VP/CHRO
Senior HR leadership needs strategic metrics that connect to business outcomes. Key metrics: quality of hire trends, CX-to-retention correlation, employer brand health, and competitive benchmark positioning. Cadence: monthly executive reviews.
The CEO/Board
The C-suite needs the talent story in business terms. Key metrics: QoH impact on revenue productivity, CX correlation with customer satisfaction (in applicable industries), talent acquisition ROI, and competitive talent market positioning. Cadence: quarterly board presentations.
The Data Architecture
Supporting this cascade requires a data architecture that can aggregate, filter, and present the same underlying data at different levels of abstraction. The raw candidate feedback that drives a recruiter’s daily actions rolls up into the executive dashboards that inform strategic decisions.
