Quality of hire can be an elusive metric for many companies to determine. Measuring time-to-hire and retention is only the tip of the quality iceberg and reveals little about the actual performance and quality of new hires—and whether they can be classified as top talent. Here are some tips for measuring quality of hire, an important part of evaluating the recruiting process.
1. Instead of measuring time-to-hire, measure time-to-productivity.
How fast a recruiter and hiring team can find a candidate really has nothing to do with the quality of the hire. A much better indicator of whether a quality hire has been made is the amount of time it takes them to reach the expected level of productivity. While initially, this can only be measured after a candidate is hired, it can then be looked at during the hiring process by gathering data about time-to-productivity across different roles in your company.
2. Look at detailed data rather than a few limited metrics.
Because quality of hire is complex, it is best not to oversimplify it by drilling down on basic metrics only. Using detailed data like cultural fit, time-to-productivity, growth potential, and source of hire will provide a more comprehensive picture of hiring quality. This will show over time which factors are most important in predicting quality of hire beforehand.
3. Understand that retention may not tell the whole story.
Many factors are involved in how long a new employee stays at a job and why they might leave a company. Cultural fit is one factor, and it may be a major one, but quality of management, amount of training provided, expectations, and other factors also impact retention and have less to do with the quality of the hire than the quality of the company doing the hiring.
4. Hiring must be aligned with goals.
You can't measure quality of hire without carefully aligning your hiring process with your overall goals as a company. If job descriptions, compensation packages, onboarding, and career pathing are not aligned with company goals, the result will be a chaotic corporate culture that will not attract or keep quality hires.
5. Measuring engagement is key.
An engaged employee is more likely to work hard and not to leave the company, at least not abruptly and without notice. Engagement is strongly correlated with quality of hire, and it needs to be a focus of the hiring process both before and after the hire is made.
Measuring quality of hire is difficult, but there is help and expertise for those who decide that it's a worthwhile effort. GDH offers help with all aspects of the recruiting process and can set up an effective process for determining quality of hire, saving you time and money as well as increasing profitability by hiring better candidates. Contact us for more information on all the services we offer.