Which metric is used to measure recruiter effectiveness?

• A. Time-to-fill
• B. Employee engagement score
• C. Absence rate
• D. Production output

Answer: (A)

Measuring recruiter effectiveness centers on how quickly and smoothly a vacancy moves from opening to being filled. Time-to-fill directly captures that pace by counting the days from when the job is approved to when an offer is accepted. A shorter time-to-fill typically shows the recruiter is efficiently sourcing candidates, screening effectively, coordinating interviews, and advancing strong applicants through the process without unnecessary delays. Of course, you still want to balance speed with quality, but as a primary gauge of recruitment performance, time-to-fill is the best fit. The other metrics don’t target recruitment: employee engagement measures how connected and satisfied new or current employees feel after hiring, absence rate looks at attendance, and production output relates to how much work gets done in a production setting, not how quickly hires are made.