Measure interview conversion from outreach to completed interviews. Benchmark teams and sources with clean metrics. Download results, share insights, and refine your process fast.
| Week | Department | Sourced | Scheduled | Completed | Cancelled | No‑shows |
|---|---|---|---|---|---|---|
| 2026‑W05 | Engineering | 90 | 30 | 24 | 4 | 2 |
| 2026‑W06 | Engineering | 110 | 36 | 28 | 5 | 3 |
| 2026‑W05 | Sales | 70 | 26 | 22 | 2 | 2 |
| 2026‑W06 | Sales | 85 | 28 | 23 | 3 | 1 |
Interview rate links sourcing volume to real evaluation capacity. When completed interviews fall behind sourced candidates, teams often misread the issue as “not enough applicants.” A better view compares conversion by channel and role family, then flags where outreach quality or screening rules filter too late. Track the rate weekly to see whether changes in messaging, compensation bands, or location requirements improve flow.
Show‑up, cancellation, and no‑show rates reveal experience problems that slow hiring. High cancellations can indicate long time‑to‑schedule, unclear interview expectations, or unstable calendars. Elevated no‑shows often appear when confirmations are weak, time zones are mishandled, or interviews are set too far out. Pair these metrics with average days from first contact to scheduled interview to pinpoint friction. Shorten cycles with templates and self‑serve slots.
Utilization estimates whether recruiter time and interview slots match demand. If utilization is consistently above target, recruiters are overloaded, interviews drift, and candidate drop‑off rises. If it is far below target, sourcing may be unfocused or hiring managers may be slow to open slots. Setting a realistic daily interview target per recruiter helps convert raw activity into a measurable capacity model. Revisit targets during peak seasons and large launches.
Aggregate rates hide problems. Split results by department, seniority, and source channel. Referrals may show strong conversion but low volume; job boards may show high volume with lower conversion; outbound may excel only for specific roles. Use the screened‑base option when screening is rigorous, and the sourced‑base option when early outreach is the main constraint. Compare segments side by side before reallocating spend. Keep segment sizes large enough to avoid noise.
Targets should reflect business stage, not generic benchmarks. Start with a baseline from your last four weeks, then set incremental goals: improve interview rate, reduce cancellations, and raise show‑up. Tie actions to owners: recruiters refine targeting, coordinators improve reminders, and hiring managers reserve weekly blocks. Export results to share in weekly hiring reviews and keep decisions grounded in measurable pipeline health. Celebrate improvements to reinforce disciplined tracking habits.
1) What does the candidate interview rate measure?
It measures how many sourced (or screened) candidates reach completed interviews, expressed as a percentage. It helps identify whether sourcing quality and early funnel alignment are strong.
2) Should I use sourced or screened as the base?
Use sourced when outreach quality is the key variable. Use screened when screening is consistent and you want to evaluate scheduling and interview throughput after qualification.
3) How do I interpret a low show‑up rate?
Low show‑up usually indicates scheduling friction, weak confirmations, or long delays between scheduling and interview day. Improve reminders, reduce cycle time, and confirm time zones.
4) Why track cancellations separately from no‑shows?
Cancellations signal calendar instability or rescheduling needs, while no‑shows indicate communication or commitment issues. Separating them helps assign the right corrective actions and owners.
5) What is utilization and when is it useful?
Utilization compares completed interviews to estimated capacity. It is useful for workload balancing, staffing decisions, and planning hiring surges without increasing candidate drop‑off.
6) How often should I export and review these metrics?
Review weekly to spot trends and reduce noise. Export for hiring reviews, compare segments, and document changes so improvements can be tied to specific process updates.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.