To become a candidate, an applicant must be assessed and chosen by a recruiter. Assuming that all traffic flows, as it should, through the employment website, the ACR is the quantifiable source of complaints about quality in the resume database. Using an ACR score as a management tool takes experience and experimentation.

A low ACR tells you several things:

• The resume database is very large
• Traffic exceeds your needs, you may need to refine your sources
• Early filtration might not be adequate, you may wish to reduce VCR or RCR
• You are raising expectations for large numbers of prospective employees (applicants)
• You are wasting the time of large numbers of prospective employees (applicants)

A high ACR tells you the opposite:

• The resume database is not big enough
• Traffic is less than your needs, you may need to refine your sources
• Early filtration might not too stringent, you may wish to improve VCR or RCR
• You are not setting high enough expectations for applicants
• You are a great place to apply for work since a high percentage of applicants become candidates.

Over time, getting the hang of managing the ACR allows spot budgeting for traffic and recruiter decision time.