If you were a pilot, you wouldn’t fly blind. So if you’re hiring, whether in a recruiting or hiring manager role, you’re going to need to take heed of recruiting metrics to make the right decisions as you build teams. Data and metrics help you hire (and fly eyes wide open) by creating the correct processes whilst also helping recruiters get better at their own craft. But sometimes the mere mention of data and metrics can seem daunting and scary — especially to recruiters, many of whom seldom embrace the subject, often avoid it, or just don’t know if the metrics they’re using are effective and relevant. Yet, in reality, recruiting metrics are very simple and extremely empowering. This subject actually takes me back to my first recruiting job at a recruiting agency. I had to compete against a group of very talented recruiters and the way to do that was to embrace the power of data for my own self-improvement. At that time my only source of information were my LinkedIn response rates, i.e. how many people were responding to my outreaches. Response rates affected my phone screens and my close rates, so when I noticed that my response rates were low I used it as an opportunity to craft better emails by A/B testing content and subject lines and targeting a larger number of qualified candidates. That’s when analyzing and iterating what I was doing became a part of my recruiting process throughout all of my subsequent positions, leading me to build a repertoire of metrics that were helpful for people like me — recruiters, teams, and companies looking to create effective talent strategies.