Explanation:

Yield ratios in recruitment and selection are often useless as lone percentages. Companies need a continuous process of analyzing data and comparing HR metrics across time. This can help them draw better conclusions.

The more yield ratios decrease over time, the more efficient your process becomes. In the example above, imagine that you interview 10 candidates (instead of 15) in the first interview round, out of the 30 who received an assignment. This signifies a decreased HR yield ratio – only one third (instead of half) of the 30 candidates passed through to an interview, saving your interviewing team a lot of time and effort.