RECRUITERS: DO YOU MEASURE QUALITY OF HIRE? Ask any CEO what the most important measure of performance for their Talent Acquisition department is that they are going to say ‘Quality of Hire’. But far too few recruiters know how to measure it, so we end up counting stuff like ‘Time to Hire’ and - that old chestnut - ‘Cost per Hire’! This post is going to be useful for those who are stuck: a very interesting piece of research from our buddies Screenloop (thanks Leigh Walderman Anton B.) who pulled proprietary data from their Talent Operations Platform to produce the following Quality of Hire Guide: KEY ELEMENTS: 1️⃣ DISTINGUISH: Quality of Application vs Quality of Hire QofA is what we do - those submissions which are accepted for interview by HM’s. QofH is what the HM thinks 1 year after hire, supported by performance data on the job 2️⃣ CREATE INPUTS to QofH All organisations will have some divergence on what is measured and how QofH is ultimately calculated. In fact, it reveals company culture more than anything. Most popular 5 inputs from Screenloop’s customer base? 🎂 Job performance in Year 1 🦍 Hiring manager satisfaction ⛓️ First year retention ⚡️ First year productivity 🧩 Cultural fit 3️⃣ CONSISTENT SCORECARD ACROSS INPUTS Whatever scale you use, make sure that it is consistent across all inputs so that calculation of QoH score is understandable and usable. Doesn’t matter whether you use 1-5, 1-10 or something else. 4️⃣ SUM OF INPUTS DIVIDED NUMBER OF INPUTS Simple calculation of QoH is sum of all inputs divided by number of inputs used. I.e. (job performance 3 + hiring manager satisfaction 4 + first year productivity 2 = 9 divided by 3 = QofH is 3) 5️⃣ TRACK AND ADJUST Track the numbers and see where there is a trend. Hiring Manager A seems to have a low score of first year productivity compared to Hiring Manager B, C and D = review the new hire onboarding process. There’s loads more here - the entire document is designed for both HM and recruiters to use. I cannot share the PDF directly with you but if you comment ‘REPORT’ below Charlotte Higgins Saif K. (or even Leigh or Anton) and one of them will DM you the guide. PS: do you measure QofH - if so what are your inputs and scoring scale? #recruiting #quality
Dave Bell
1y
Love the concept, it's another interesting view on measuring QofH. I still struggle to fully accept QofH is actually a TA metric, which is, in my experience, the door that QofH usually sits. There's far to many factors that are out with TA control that impact this metric but the data & feedback has to (usually) be worn by the TA team when in fact, it's a reflection on various areas of the business and the economy etc. Keen to read the report on this please as always looking for better ways to manage MI and see ways to report on Qof metrics 😀
"REPORT" - I will be glad to see your report. Typically, quality of hire (QofH) is not included in talent acquisition (TA) metrics. However, some recruiters and managers are interested in gaining specific insights for improvement. I'm curious to see if there is a correlation between quality pre-hire and QofH. Thank you.
Ade A.
1y
This is such a great summary QofH. It is such a hard metric to define... do all those inputs hold equal weight i.e. HM satisfaction which is somewhat subjective versus first year retention for example? It's always been my favorite metric to think about but have never implemented successfully and in a way that felt meaningful or truly indicative.
report
Report, pls. also, Hung Lee you mentioned First-year retention as a parameter (should be consistent with others on any 1-x scale), however, it seems to be a boolean (1/0) for a single hire. Do you then measure this on a sample of hires?
Hung Lee thank you for sharing. I agree with Chloe Morisson here, There are several variables for the top performers to succeed in one year. Now, maybe we can identify elements that are a bit helpful for other processes in the organization such as: this top performer was selected after X amount of interviews? The Hiring team has similar cases of success hires/top performers YOY with a specific test or certain questions? From my point of view If anything it might help to suggest best practices to other teams in the company if you have an inhouse recruiting team, but then you need to have a comparative at least of 3 Years maybe? I wonder how TA teams that already measured this are using it so REPORT please 😊.
Would be great to get a copy of the report thanks.
You can build out a formula based on weighted scoring or just use the KISS principle by measuring QoH based on whether the HM would hire that person again. And the employee would join the company again. Subjective but an indicator. Objectively, a HM and candidate could feel its a good match and the performance is good but the output and view from a functional head or Exec could see a different reality.
This is great and for external agencies, if we maintain stellar relationships with our clients, we can track this as well. Great stats to share with new clients and to measure consultants.
LinkedIn Top Voice | CCO at Fraser Dove International | Private Equity and VC Executive Search | Speaker | Bestselling Author | On a Mission to Enhance Life Sciences Through Talent
1yThis has to be every VP of Talents most vital metric! What a great thread. QofH is something we focus on across our talent ecosystem but certainly doesn't seem to be enough of a focus in how our search performance is measured. I think for many it feels unquantifiable when in reality things like: Speed to effectiveness Future potential Employee Lifetime Value Overall performance and impact Can all be captured with straight forward surveys and data sets. I wonder if the traditional 1/3, 1/3 and 1/3 fee structure may have a kicker added based on some of this stuff?