Which method is NOT typically used to measure candidate engagement?

Monitoring personal social media usage is not typically used to measure candidate engagement because it raises significant ethical and privacy concerns. Unlike feedback forms, surveys, and tracking communication frequency, which are conventional and accepted methods for gauging candidates' interest and engagement in the hiring process, monitoring personal social media activity intrudes into candidates' private lives. It does not provide reliable data on their interest in a position or the hiring organization.

Feedback forms and surveys can be designed specifically to assess candidates' thoughts and feelings about the recruitment process, offering structured ways to gather their comments and evaluate their level of engagement. Additionally, tracking communication frequency provides tangible metrics on how often candidates interact with recruiters, which can reflect their active interest in the role. In contrast, personal social media usage does not correlate with formal engagement metrics and could lead to potential legal and ethical issues, making it an inappropriate method for measuring candidate engagement.