The only quantitate criteria for our recruiters in an engineering company is to get s""t done: mainly how long you get the right fit in the position and if those hired people are quality with their meeting milestones. Remember to target quality and not quantity. Hope i gave you something different than other.

I'd be curious to find out how this goes. In my experience, many people are beautiful on paper, they have all the right "data" and fit all the metrics criteria, however they fail awfully in implementation, they don't fit the company's culture, they don't show empathy towards their coworker and most importantly they have no idea why they are failing. I think the best recruitment is done by an outstanding recruiter, somebody that really knows the company's culture and can see how the candidate's strengths and weaknesses could play in favor of the company. If your data-driven strategy is based on that, then you're on the right path. If not then...

This really has many different answers that can be given. The process really boils down to what is most important to each company/client. For instance, Company A may value turnover as the most important metric, while Company B really wants to know the cost-per-hire amount. Everything in r metrics vary.

I have a good deal of experience in digital transformation, implementing data analytics systems for different business purposes. HR is probably a laggard in what digital concerns, but it's undergoing big transformations nowadays.

You might want to start your search by looking at Applicant Tracking Systems (ATS) for example. Even though acronyms and terms may vary in different regions, you'll find tools that allow you to measure a wide range of data in the recruitment business. There's several benefits to take out of these tools, ultimately leading companies to save hundreds of thousands dollars in recruitment activity, and considerably reducing their resourcing staff.

Feel free to get in touch if you'd like to know more about that.