Start with hiring questions
Analytics should answer decisions, not produce dashboards nobody reads. Begin with questions hiring leaders actually ask: Are we attracting the right skills? Which sources yield stronger screens?
Metrics that matter
Track completion rate, score distribution, time-to-shortlist, and pass-through to live interviews. Compare across roles to spot when job descriptions or question sets need tuning.
- Median scores by source and role family
- Question-level differentiation power
- Manager agreement with AI shortlists
Closing the feedback loop
Review analytics monthly with recruiting and hiring managers. Update competencies and questions when data shows consistent gaps — that is how interview intelligence compounds over time.