In recruitment metrics, which aspect is typically evaluated for its quality rather than quantity?

Candidate experience is assessed for its quality because it focuses on how applicants perceive the recruitment process from start to finish. This includes their feelings about the communication with recruiters, the clarity of job postings, the interview atmosphere, feedback provided, and overall satisfaction with the process. Evaluating candidate experience allows organizations to understand how well they are attracting and engaging talent, which can impact their employer brand and overall hiring success.

In contrast, the other options primarily deal with quantitative metrics. The number of interviews conducted reflects activity rather than the quality of interactions, the amount of offers extended indicates how many candidates moved forward, and recruitment costs focus purely on financial metrics. While these metrics are important for measuring efficiency and effectiveness, they do not provide insights into the experience and feelings of the candidates, making candidate experience a unique focus on qualitative assessment.