If the onboarding is not carefully managed the consequences will mean time and financial losses. There are many expenses for recruiting efforts such as creating a listing, events, administrative duties, scheduling, and interviewing. Companies invest, "between for a front-line employer and $50,000 or more for an executive for recruitment and selection." One of the best ways to gain feedback is from hearing from the employees themselves of the onboarding process, "use orientation feedback forms to get new employee input about the orientation". Evaluation can provide great insight on the good, bad, and ugly. This information can be used to develop better strategies. The 1st metric is onboarding costs. This type of metric will give companies an understanding of what type of cost will it take to hire certain employees. This information will also help employers know if they are spending too much or too little to attract skill types. The 2nd metric is annual performance reviews. This type of metric can assist employer and HR department to determine if hiring this employee was worth the investment. The review of performance helps identify strengths and weaknesses. A way to motivate and correct behaviors. The 3rd metric is the stay interview. Why