Our HR/recruiting department is working on what we're calling an "Attract" score. Essentially, we're wanting to find a way to measure success when it comes to time-to-fill, attrition (or lack thereof), candidate experience, etc. Is anyone using a particular "formula" to calculate this success overall, or are you just tracking it all individually?

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I’m measuring Quality of Hire that is an average of Candidate NPS, New Joiner satisfaction and Managers’ satisfaction, measured every month.

Basically we send a NPS survey to every candidate at the end of their process, a NPS survey to new joiners 1 month after their arrival, and a NPS survey for managers at the end of the new joiner’s probation period.
It’s quite tricky to adjust the timings (because new joiners of September will give you their NPS in October, etc) but you can totally customize your own « quality of hire » metric as there’s no official definition for it.
Personally I’m tracking separately attrition and probation period’s validation rates. I’m starting to have a closer look at reasons for departure and reasons for termination periods too, to get more qualitative insights !

About the attractiveness score, I’m thinking if you’re referring to employer brand and the success of your job postings, why not track your inbound/ applicants volume over time? I know some ATS allow you to gather interesting insights about views/ clicks/ conversion rates as well!

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