The hiring metrics worth reporting to your board

The percentage of applicants who completed a real assessment is the cleanest measure of whether your funnel is finding talent or filtering it. Traditional processes sit in low single digits. Track it and the missed-hire problem becomes visible.

Measure the time between a candidate applying and a human making an informed decision about them. It isolates the part you control and does not reward rushing an offer to close a requisition.

What proportion of hiring decisions are attached to recorded performance against published criteria? This is the metric that keeps a process honest under audit and under challenge.

Ramp time, first-year retention and manager-rated performance at six months close the loop. Feed them back against interview scores and you learn whether your rubric predicts anything — which is the only way a hiring process improves.