Recruiter dashboards for a county health department celebrate application volume by source, yet environmental-health specialists from the highest-volume board leave within a year. How should HR assess the recruitment strategy?
Select an answer to reveal the explanation.
Short Explanation
Counting applications is like counting shoppers who walked past the window and calling it sales. The strategy works only if the people you hire stay and perform—so score sources on quality and first-year retention, not traffic.
Full Explanation
Recruitment-strategy assessment uses downstream outcomes, not top-of-funnel vanity. Quality-of-hire and 12-month retention by source reveal whether a high-volume board is producing durable capacity or expensive churn. Raising volume targets to absorb attrition, doubling down on the leaky source, or collapsing the scorecard to time-to-fill all treat activity as strategy. The CHRO should rewire the dashboard so source investment follows retained, job-ready talent.