Traditional Recruitment Metrics are Useless If metrics are supposed to give us data so that we can make recruitment more effective and efficient they have failed – badly. In most organizations, the commonly reported metrics have been relatively unchanging for months and even years. When comparing the metrics in a specific industry or occupation, the numbers fluctuate around a mean that varies only slightly. It seems that nothing has been able to move the needle on these metrics for a long time. The variations depend mostly on time of year, number of open requisitions or the experience of the recruiter. I would propose they have become constants or givens and that only some extraordinary influence or technology will change them. And therefore, they are not very useful.