{"id":3495,"date":"2026-10-06T12:10:42","date_gmt":"2026-10-06T12:10:42","guid":{"rendered":"https:\/\/talentexafrica.com\/blog\/?p=3495"},"modified":"2026-10-06T12:10:42","modified_gmt":"2026-10-06T12:10:42","slug":"how-to-measure-recruitment-success","status":"publish","type":"post","link":"https:\/\/talentexafrica.com\/blog\/how-to-measure-recruitment-success\/","title":{"rendered":"How to Measure Recruitment Success: Key Hiring Metrics Employers Should Track"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">For employers across Africa, successful recruitment is about more than filling an open position. A vacancy may be filled quickly, but that does not necessarily mean the hiring process worked well. The candidate may leave within a few months, the recruitment cost may have been too high, or the person hired may not have been the right fit for the role.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is why recruitment metrics matter.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By tracking the right numbers, employers can understand how efficiently they are attracting candidates, how quickly they are moving through the hiring process, how much recruitment is costing, and whether the people they hire are actually staying and performing well.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For growing businesses across markets such as Ghana, Nigeria, Kenya and other parts of Africa, this can make recruitment more structured and easier to improve over time.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Recruitment Metrics Matter<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Recruitment can involve considerable time and resources. HR teams may spend days reviewing applications, arranging interviews, communicating with candidates and coordinating with hiring managers before a position is finally filled.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Without measuring the process, it can be difficult to know where those efforts are being lost.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, an employer may receive hundreds of applications for a vacancy but only interview a handful of candidates. That could indicate that the job advertisement is attracting the wrong audience.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Another employer may interview many candidates but struggle to make an offer. This could point to problems with screening, interview criteria or the way the role has been defined.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Recruitment data helps employers move beyond assumptions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Instead of simply asking, \u201cDid we fill the position?\u201d, businesses can ask better questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How long did it take to hire?<\/li>\n\n\n\n<li>How much did the recruitment process cost?<\/li>\n\n\n\n<li>Where did successful candidates come from?<\/li>\n\n\n\n<li>How many candidates accepted our offers?<\/li>\n\n\n\n<li>Are new employees staying?<\/li>\n\n\n\n<li>Are the people we hire performing well?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These questions give employers a much clearer picture of recruitment performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Time to Hire<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Time to hire measures how long it takes to move from identifying a suitable candidate to that candidate accepting the job offer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is one of the most useful metrics for employers because delays can affect both the business and the candidate. Recruitment speed is also a widely tracked measure across the industry, with benchmarks such as <a href=\"https:\/\/www.shrm.org\/\" data-type=\"link\" data-id=\"https:\/\/www.shrm.org\/\" target=\"_blank\" rel=\"noopener nofollow\">SHRM Recruitment Benchmarks<\/a> helping employers put their own hiring timelines into perspective.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A long hiring process can leave important positions vacant while existing employees carry additional responsibilities. At the same time, strong candidates may lose interest or accept another opportunity before the employer reaches a decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers can track the time taken between key stages, such as:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Candidate identified \u2192 Interview \u2192 Offer \u2192 Offer accepted<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Looking at these stages separately can reveal where delays are happening.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, if interviews are completed quickly but offers take two weeks to reach candidates, the problem may not be candidate availability. It may be internal decision-making.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">2. Time to Fill<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Time to fill is related to time to hire, but it measures a broader part of the recruitment process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It generally looks at the time between a vacancy being opened and the position being filled.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is particularly useful when employers want to understand how long they are operating with an unfilled position.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A company hiring for a specialised IT, finance, engineering or management role may naturally take longer than one hiring for a role with a larger available talent pool. Tracking this metric over time can help employers understand whether certain positions consistently take longer to fill.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the same type of role remains vacant for several weeks or months, it may be worth reviewing the requirements, salary range, sourcing strategy or location of the position.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3. Cost per Hire<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hiring always has a cost, even when an employer does not pay an external recruitment agency.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cost per hire can include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Job advertising<\/li>\n\n\n\n<li>Recruitment platforms<\/li>\n\n\n\n<li>Agency or recruiter fees<\/li>\n\n\n\n<li>HR staff time<\/li>\n\n\n\n<li>Interviewing time<\/li>\n\n\n\n<li>Candidate assessments<\/li>\n\n\n\n<li>Administrative costs<\/li>\n\n\n\n<li>Background or reference checks<\/li>\n\n\n\n<li>Onboarding activities<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Tracking these expenses gives employers a clearer idea of what recruitment actually costs. Looking at both direct and less visible recruitment expenses can give employers a more realistic picture of their overall hiring costs, an area also examined in <a href=\"https:\/\/www.gartner.com\/en\/human-resources\" data-type=\"link\" data-id=\"https:\/\/www.gartner.com\/en\/human-resources\" target=\"_blank\" rel=\"noopener nofollow\">Gartner Talent Acquisition Insights<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For smaller businesses, this can be especially valuable. A company may not have a large HR department or a dedicated recruitment budget, so understanding where money and internal resources are being spent can help it make more informed decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The goal is not necessarily to achieve the lowest possible cost.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A very cheap recruitment process that consistently produces poor hires can cost much more in the long run.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4. Application-to-Interview Rate<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Getting applications is only one part of recruitment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The more important question is how many applicants are actually suitable enough to progress to an interview.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The application-to-interview rate can help employers understand whether their job advertisement and sourcing strategy are reaching the right people.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, imagine a company receives 300 applications for a position but interviews only six candidates.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That may not necessarily be a problem. The role could simply have attracted a large number of unsuitable applicants.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, if this pattern happens repeatedly, the employer may need to review the job title, description, required qualifications, location, salary information or recruitment channel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A large number of applications does not automatically mean a successful recruitment campaign.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">5. Interview-to-Offer Rate<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Once candidates reach the interview stage, employers can track how many eventually receive an offer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This metric can provide useful insight into the quality of the shortlist and the effectiveness of the interview process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A very low interview-to-offer rate may suggest that candidates are being shortlisted without sufficiently matching the requirements of the role.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It could also indicate that the employer&#8217;s expectations are unrealistic or that different interviewers have different ideas about what a successful candidate looks like.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is why hiring managers and HR teams should agree on the essential requirements of a position before interviews begin.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">6. Offer Acceptance Rate<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">An employer can successfully identify, interview and select a candidate and still lose them at the final stage.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The offer acceptance rate measures how many candidates accept the job offers they receive.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A consistently low acceptance rate deserves attention.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Candidates may reject offers because of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Salary expectations<\/li>\n\n\n\n<li>Better opportunities elsewhere<\/li>\n\n\n\n<li>Location<\/li>\n\n\n\n<li>Working arrangements<\/li>\n\n\n\n<li>Career growth opportunities<\/li>\n\n\n\n<li>Unclear responsibilities<\/li>\n\n\n\n<li>Lengthy recruitment processes<\/li>\n\n\n\n<li>Poor communication during hiring<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">For employers competing for skilled professionals in African markets, this metric can provide an early warning that something in the offer or recruitment experience needs to be reviewed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If several suitable candidates are turning down offers, simply finding more candidates may not solve the problem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer may need to understand <strong>why candidates are saying no.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">7. Quality of Hire<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Recruitment success should not end when a candidate accepts an offer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most important questions is whether the person hired actually performs well in the role.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quality of hire can be assessed using factors such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Performance against role expectations<\/li>\n\n\n\n<li>Time taken to become productive<\/li>\n\n\n\n<li>Manager feedback<\/li>\n\n\n\n<li>Achievement of agreed objectives<\/li>\n\n\n\n<li>Skills and capabilities<\/li>\n\n\n\n<li>Team integration<\/li>\n\n\n\n<li>Early retention<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This metric can take longer to measure than time to hire or cost per hire, but it gives employers a much better understanding of whether their recruitment decisions are producing good outcomes. This becomes particularly important when hiring for specialised positions, where technical capability and relevant experience can have a direct impact on performance. Employers recruiting for <a href=\"https:\/\/talentexafrica.com\/jobs\/it-jobs-in-nigeria?utm_source=chatgpt.com\">IT jobs in Nigeria<\/a>, for example, may need to look beyond whether a candidate meets basic qualifications and assess the practical skills required for the role.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A company that fills vacancies extremely quickly but repeatedly hires people who struggle in the role may need to rethink its recruitment process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">8. New-Hire Retention Rate<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A candidate staying with the organisation is another important indicator of recruitment success.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers can track how many new employees remain after three, six or twelve months.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Early turnover can sometimes point to problems that began before the employee even joined.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, a new employee may discover that the actual responsibilities are very different from what was described during recruitment. They may also find that expectations around working hours, flexibility, management or career progression were unclear.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is why retention should not be treated only as an employee management issue.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It can also provide valuable feedback about the quality of the hiring process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">9. Source of Hire<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Where successful candidates come from is just as important as how many candidates apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">African employers may use several recruitment channels, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Job platforms<\/li>\n\n\n\n<li>Employee referrals<\/li>\n\n\n\n<li>Professional networks<\/li>\n\n\n\n<li>Social media<\/li>\n\n\n\n<li>Universities and training institutions<\/li>\n\n\n\n<li>Recruitment agencies<\/li>\n\n\n\n<li>Company websites<\/li>\n\n\n\n<li>Direct applications<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Rather than simply counting applications from each channel, employers should look at which sources produce successful hires. For employers recruiting in Ghana, monitoring which channels produce suitable candidates can also help them understand the wider talent pool available through <a href=\"https:\/\/talentexafrica.com\/jobs\/jobs-in-ghana\">jobs in Ghana<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A particular platform may generate 500 applications but only one successful hire, while employee referrals may generate 20 applications and five strong hires.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The second channel may be far more valuable despite producing fewer applicants.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Recruitment Metrics Should Be Viewed Together<\/h2>\n\n\n\n<div class=\"wp-block-stackable-image stk-block-image stk-block stk-faafe9e\" data-block-id=\"faafe9e\"><figure><span class=\"stk-img-wrapper stk-image--shape-stretch\"><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-3497\" src=\"https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Focused-Analytics-Workspace.png\" width=\"750\" height=\"300\" alt=\"African HR manager analysing recruitment metrics\" srcset=\"https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Focused-Analytics-Workspace.png 750w, https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Focused-Analytics-Workspace-300x120.png 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/span><\/figure><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">No single metric can tell an employer whether recruitment is successful.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is one of the most important points when using recruitment data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, reducing time to hire sounds positive. But if hiring becomes faster because employers are rushing through interviews and making weaker selection decisions, the result could be higher turnover and lower quality of hire.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The same applies to recruitment costs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reducing cost per hire may look good on paper, but not if the employer ends up with fewer suitable candidates.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A better approach is to look at several metrics together.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>What the employer sees<\/th><th>What it could indicate<\/th><\/tr><\/thead><tbody><tr><td>Many applications but few interviews<\/td><td>Job targeting or candidate quality issue<\/td><\/tr><tr><td>Many interviews but few offers<\/td><td>Screening or selection issue<\/td><\/tr><tr><td>Many offers but low acceptance<\/td><td>Salary, expectations or candidate experience issue<\/td><\/tr><tr><td>Fast hiring but high early turnover<\/td><td>Quality-of-hire problem<\/td><\/tr><tr><td>High recruitment costs but strong hires<\/td><td>Potentially worthwhile investment<\/td><\/tr><tr><td>Low applications and long vacancies<\/td><td>Sourcing, visibility or job requirements issue<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">This gives employers a more complete picture of what is happening inside the recruitment process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Which Recruitment Metrics Should Employers Start With?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not every organisation needs a complicated recruitment dashboard.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For smaller businesses, starting with five core metrics can already provide useful insight:<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Time to hire<\/li>\n\n\n\n<li>Cost per hire<\/li>\n\n\n\n<li>Offer acceptance rate<\/li>\n\n\n\n<li>Quality of hire<\/li>\n\n\n\n<li>New-hire retention rate<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Once these are being tracked consistently, employers can add other measurements such as source of hire, application-to-interview rate and interview-to-offer rate.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The important thing is consistency.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tracking a metric once does not reveal much. Tracking it across multiple vacancies and over several months makes patterns easier to identify. HR and recruitment teams can also use these measurements when evaluating their own hiring performance, particularly in active employment markets such as <a href=\"https:\/\/talentexafrica.com\/jobs\/hr-jobs-in-accra?utm_source=chatgpt.com\">HR jobs in Accra<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How African Employers Can Turn Recruitment Data Into Better Decisions<\/h2>\n\n\n\n<div class=\"wp-block-stackable-image stk-block-image stk-block stk-6266d73\" data-block-id=\"6266d73\"><figure><span class=\"stk-img-wrapper stk-image--shape-stretch\"><img loading=\"lazy\" decoding=\"async\" class=\"stk-img wp-image-3498\" src=\"https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Data-Driven-Hiring-Decisions.png\" width=\"750\" height=\"300\" alt=\"African business leaders using recruitment data to make hiring decisions\" srcset=\"https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Data-Driven-Hiring-Decisions.png 750w, https:\/\/talentexafrica.com\/blog\/wp-content\/uploads\/2026\/10\/Data-Driven-Hiring-Decisions-300x120.png 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/span><\/figure><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Recruitment metrics are most useful when they lead to action.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If an employer discovers that vacancies are taking too long to fill, it can examine where the process is slowing down.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If applications are high but relevant candidates are few, the employer can review the job description or recruitment channels.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If candidates regularly reject offers, the business can examine compensation, career opportunities, flexibility and communication.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And if new employees frequently leave within their first year, the employer can look more closely at whether candidates were given an accurate picture of the role during recruitment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The numbers do not provide every answer by themselves.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They help employers know <strong>where to ask better questions.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Recruitment Success Is About More Than Filling a Vacancy<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For African businesses, recruitment is an investment in the organisation&#8217;s future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A position being filled quickly may look like a successful outcome, but the real test comes later. Did the employer find the right person? Was the process efficient? Was the cost reasonable? Did the candidate accept the offer because the opportunity genuinely suited them? Did the employee stay and contribute?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These are the questions that turn recruitment from a basic administrative process into something that can be measured and improved.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers do not need dozens of complicated metrics to get started. A small set of meaningful measurements, tracked consistently, can reveal where hiring is working and where it needs attention.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As businesses across Africa continue to compete for skilled professionals, understanding those numbers can help them make more confident and informed hiring decisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recruitment success is about more than filling vacancies quickly.<\/li>\n\n\n\n<li>Time to hire and time to fill help employers identify delays.<\/li>\n\n\n\n<li>Cost per hire shows the resources being invested in recruitment.<\/li>\n\n\n\n<li>Application and interview metrics reveal the effectiveness of sourcing and screening.<\/li>\n\n\n\n<li>Offer acceptance rate can highlight problems with the offer or candidate experience.<\/li>\n\n\n\n<li>Quality of hire shows whether recruitment decisions are producing strong employees.<\/li>\n\n\n\n<li>New-hire retention can reveal problems that began during the recruitment process.<\/li>\n\n\n\n<li>Source of hire helps employers identify the recruitment channels producing the best results.<\/li>\n\n\n\n<li>Recruitment metrics should be considered together rather than individually.<\/li>\n\n\n\n<li>Even smaller African businesses can begin with a few simple metrics and build from there.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>For employers across Africa, successful recruitment is about more than filling an open position. A vacancy may be filled quickly, but that does not necessarily mean the hiring process worked well. The candidate may leave within a few months, the recruitment cost may have been too high, or the person hired may not have been [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3496,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15,1],"tags":[],"class_list":["post-3495","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jobs-in-africa","category-uncategorized"],"blocksy_meta":[],"_links":{"self":[{"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/posts\/3495","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/comments?post=3495"}],"version-history":[{"count":2,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/posts\/3495\/revisions"}],"predecessor-version":[{"id":3500,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/posts\/3495\/revisions\/3500"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/media\/3496"}],"wp:attachment":[{"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/media?parent=3495"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/categories?post=3495"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/talentexafrica.com\/blog\/wp-json\/wp\/v2\/tags?post=3495"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}