Which option is NOT typically a recruitment KPI?

• A. Time-to-fill
• B. Quality-of-hire
• C. Cost-per-hire
• D. Employee engagement score

Answer: (D)

Measuring how efficiently and effectively the hiring process operates is the focus here. Recruitment KPIs are meant to track specifics of the recruiting workflow, like how quickly vacancies are filled, what it costs to hire a candidate, and how well new hires perform in their roles. Time-to-fill indicates the speed of filling openings, revealing bottlenecks in sourcing, interviewing, or approvals. Cost-per-hire captures the financial side of recruiting, helping teams manage budgets and allocate resources wisely. Quality-of-hire looks at the value a new employee brings, often tied to performance, retention, and boss satisfaction, giving a sense of the long-term impact of recruitment decisions.

Employee engagement score is a broader measure of overall workforce engagement and morale, reflecting how connected and motivated employees feel after they’re onboarded. While recruitment can influence engagement, this metric isn’t a direct measure of the recruiting process itself. It doesn’t indicate how efficiently or effectively hires are being brought in, which is why it isn’t typically treated as a recruitment KPI.