Which metric measures the proportion of applicants who are ultimately hired at a given stage?

Which metric measures the proportion of applicants who are ultimately hired at a given stage?

• A. The proportion of applicants who pass initial screening.
• B. The ratio of hires to applicants at various stages in the selection process.
• C. The amount of time spent on interviewing.
• D. The average salary of new hires.

Answer: (B)

Measuring recruitment effectiveness across the stages uses the conversion from applicants to hires. The best choice describes the ratio of hires to applicants at each stage in the selection process. This hire rate, or selection ratio, shows how likely someone entering a stage is to become a hire and reveals how selective each step is. It directly answers how many applicants are ultimately hired relative to how many apply, which is exactly what this item asks. For example, if 500 applicants start and 50 end up hired after the full process, the overall conversion is 50/500, or 10%. You can also compute similar ratios at each stage to spot bottlenecks and forecast hiring needs. The other options miss the idea of conversion across stages: one focuses on a single stage’s pass rate, another on time spent interviewing, and the last on salary—none directly measure how many applicants become hires.

Measuring recruitment effectiveness across the stages uses the conversion from applicants to hires. The best choice describes the ratio of hires to applicants at each stage in the selection process. This hire rate, or selection ratio, shows how likely someone entering a stage is to become a hire and reveals how selective each step is. It directly answers how many applicants are ultimately hired relative to how many apply, which is exactly what this item asks.

For example, if 500 applicants start and 50 end up hired after the full process, the overall conversion is 50/500, or 10%. You can also compute similar ratios at each stage to spot bottlenecks and forecast hiring needs. The other options miss the idea of conversion across stages: one focuses on a single stage’s pass rate, another on time spent interviewing, and the last on salary—none directly measure how many applicants become hires.