Quality of Hire is a topic that recruiters struggle with but are often required to track and report. How do they measure it? Usually with the crude measures of hiring manager satisfaction, retention, time to promotion, or length of tenure. These three criteria are often used but suffer from flaws.
The satisfaction of a hiring manager, while perhaps important to the candidate, is not a reliable measure. It is subjective and not indicative if actual performance or potential. Numerous studies have shown that time to promotion and length of tenure do not correlate with performance. In fact, in small companies or firms with limited promotional opportunities, the time to promotion is meaningless. This graph shows some of the common measures of quality and the percentage of them being used.
These articles explore other ways to approach QofH. No matter what measures we use, quality of hire remains elusive and very hard to define or measure.
Quality of Hire
If you’re serious about tackling Quality of Hire in your company, it’s probably well worth organising a demo of your own in order to see exactly how this could dovetail with your own hiring processes.
Podcast exploring how to create an index of QofH.
The five best ways to measure Quality of Hire.
Quality of Hire didn’t use to be a recruiting measurement. Far from it! Even just ten years ago, the goal for recruiters and even their emerging brethren was to make sure that people met the job…
Corporate culture has been a topic for a decade or more but primarily with organizational development specialists or change management consultants. Today corporate culture has become one of the main measurements of hiring excellence and a topic every HR person and recruiter is focused on. Ed Schein at MIT wrote one of the early and most important books on corporate culture. I still recommend it as the best way to get a grasp on what corporate culture is and why it’s important. These articles give a variety of perspectives on CC.
One of the things I love about working at NUMA is that we don’t need to scout for clients and partners. Every week I meet between five to ten Managers and Directors from private and Public Companies…
I’ve spent this year working with corporations and government agencies that are adopting and adapting Lean Methodologies. I’ve summarized my learnings in this blog post, and here, here and here and…
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Hand curated articles, videos, podcasts, and other media on the future of work, talent, recruitment, and learning. If you find this useful, please share on Twitter. You can always reach me at firstname.lastname@example.org.