- A recent survey on LinkedIn revealed that 39% of respondents found ‘quality of hire’ to be the best way to judge a recruitment function’s performance – but many companies aren’t sure exactly how to measure it, Human Resource Executive reports.
- Quality is difficult to measure partly because the definition of quality changes for each company due to a “number of factors,” HRE reports, including culture, business strategy, business objectives and the nature of the job market, among some.
- In order for an organization to decide how to measure quality of hire, HR will need to sit down with hiring managers and recruiters and “be frank” about the recruiting process, hashing out what works and what doesn’t on a regular (at least annual) basis, HRE says.
A common trap for recruiters is to define quality by how a candidate lines up against other job candidates, Ravin Jesuthasan, managing director at Willis Towers Watson's talent management practice, told HRE. But that data doesn’t ultimately prove if such a candidate will end up being a true quality hire down the line.
Additionally, different industries will have different expectations for what “high quality” means, so companies have the added trouble of having no universal standard to use. One expert suggested that HR leaders pick a certain time frame to “see where employees are and help figure out where the curve is.” HR may also want to consider the cost and time of onboarding, particularly in industries where talent is expensive and in high demand.