Quality of Hire measures how good a hire turned out once the person is on the job. It's approximated by combining signals like early performance, retention and role fit, connecting what was assessed before with what happened after.
Knowing if your candidate screen works means checking it lets the right people through and discards those who don't fit, without cutting too much or too little.
Key recruiting metrics measure how long, how much, and how well your process selects. Which to track, what each says, and how to read them without false conclusions.
Time-to-hire is the time between opening a search and the candidate accepting the offer. What it measures, where it stalls and how to shorten it without sacrificing quality.
Reducing time-to-hire without lowering quality means attacking process delays, not the controls that ensure a good decision. Concrete tactics.
The offer acceptance rate is the share of candidates who accept your offer. What it reveals about your process, why it drops, and how to improve it.
Assess your applicants before the interview and compare them with common criteria. You decide; Kokoro gives you the support.