Recruitment metrics usually refer to the quantitative assessment of a recruiter or the productivity of a recruiting team or recruitment campaign. Most of our resources focus on developing best practices for recruiting teams and how to improve the career of individual recruiters.

Recruiting metrics may also refer to identifying current or potential employees based on assessment principles. Two major traditional metrics involve cost effectiveness and labor productivity. The modern concept of recruiting metrics has undergone a huge change. Modern recruitment metrics focuses more on human resource and relation than the material resources of an organization.

Quality and employee performance is determined as major metrics for organizational recruitment. Performance-based metrics measures a newcomer's performance by analyzing his/her work contribution to the organization for a certain period of time. work grades/promotions can be determined with the help of such metrics. Job quality can be tracked by evaluating individual performance. However, in most cases job applicants have to qualify a standard quality metrics designed by the recruiters. One such popular and current metric focuses on manager's preferences and prepares data based on that. This type of metrics evaluates employee's performances comparing marks given during selection and as working stuff. Another important metric is based on source of hire. Human resource metrics strongly emphasizes the need of candidate based metrics. Modern recruitment metrics based on candidate satisfaction fulfills this need. This sort of metric drives data according to a candidate's satisfaction in the recruitment process. Recruitment metrics can also be prepared by focusing on the disqualified candidates and those who have refused the job.