The BASK names four talent acquisition metrics. The exam's favourite move is to hand you a retention metric and call it a recruiting one.
The four TA metrics
Cost per hire, time to fill, applicant-to-interview-to-offer ratio, candidate yield from proactive sourcing.
- Cost per hire measures recruiting spend attributable to each completed hire.
- Time to fill is the BASK-named duration metric: how long a requisition stays open.
- The applicant-to-interview-to-offer ratio chains the stages, so it shows stage-to-stage movement and exposes where candidates drop out of the selection process.
- Candidate yield from proactive sourcing is the only one carrying the proactive-sourcing qualifier. If the stem says "in connection with proactive sourcing specifically", the other three are correct metrics for the wrong question.
The metrics that are not on this list
Quality of hire and vacancy rate are named by the BASK under retention and turnover metrics, alongside voluntary turnover rate and turnover at a specific location or level. Seeing either in a talent acquisition item is a signal, not an option.
- Vacancy rate is the share of positions unfilled at a point in time.
- Quality of hire is a post-hire outcome.
- Insurance participation rates and compa-ratio are the Total Rewards metrics list. Revenue per employee, absence rate and HR-to-employee ratio are general human-capital metrics the BASK does not name in the TA list.
BOCK versus BASK wording
The 2014 BOCK's Talent Acquisition & Retention topics named days to fill; the current BASK names time to fill.
- The direction matters: BOCK = days to fill, BASK = time to fill. Every wrong option reverses it or claims both documents use the same phrase.
Carry in: four TA metrics, and "time to fill" is the current wording.