Find Metrics 1 – 5 in my previous article, or go to my LinkedIn, and leave me a comment with your thoughts on the matter!

“What’s measured improves” – Peter Drucker

Imagine this scenario: you are running a startup with a couple of business partners, and you realize that to grow and succeed, you will need more talent on your team. Your expertise is in the realm of the technology that your company is producing; it is not necessarily in recruiting. Understanding a few basic principles about recruiting can make a huge difference to success or failure.

Here are some basic metrics that are powerful for measuring recruiting success and why they matter.

6. Perceived Success of Rejected Candidates

Seeing where the people you screen out of your interview process end up, and qualifying how much you respect their career trajectory, can be a long-game insight into your screening process. If many of the candidates who proceed far  in your hiring process are later disqualified, and then go on to be hired by organizations you deeply respect, that is a valuable piece of information to use when examining your interview process. Keep in mind that you may have seen a red flag that another interview team may have missed. This information doesn’t prove you were accurate or inaccurate in your hiring decision, it is simply one more piece of information for you to integrate while reviewing the strength of your interviewing.

7. Diversity

Diversity of thought and background is highly valued by many leaders of organizations. Much has been written on the benefits. Assuming you are already aware of the benefits and want to be more informed of how your organization is doing with diversity, here are some areas to monitor:

• Diversity of candidates being sourced for your roles, compared to the percentage of individuals from historically underrepresented groups in your industry.
• Diversity of candidates making it to later stages of your interview process.
• Diversity of candidates being offered.
• Diversity of teammates.
• Equity of the diverse populations in your organization. Check out the AdAstra with Janeya Griffin podcast here, or wherever you listen to podcasts, for a deep dive discussion on diversity in the space industry. Janeya Griffin,

8. Candidate Experience

The interview process is one of your best branding opportunities with candidates, future customers, and any of the people your candidates connect with. When you have candidates interviewing with you, you have open, interested, industry-relevant and industry-connected people who absorb information quickly. Give them a great candidate experience and use this as a powerful marketing tool, regardless of whether or not you hire them. Using candidate feedback to optimize your hiring process, and leaving people impressed with your brand, are vital to long term success.

You can collect this information in many ways; use qualitative means such as asking verbally for feedback at the end of an interview process, or quantitatively via a survey at the end of the process. Increase response rates by offering a $50 gift card.

Metrics 9 – 11 coming soon in Part 3!

Find this and all of my other useful articles on my profile.