Fri, 24 June 2016
FROM JULY'S 2016 RECRUITER MAGAZINE

How should you measure quality of hire?

Nathan Ott, Director of professional services, eg.1

“Too many organisations continue to focus on qualifications, past experience and personality when it comes to recruiting and judging the quality of the individuals that they hire. Focusing solely on who ‘fits’ into your organisation and who appears to get on with your team is the wrong approach. The quality of hire should be judged by the real contribution they are making. To do this successfully employers need to be clear about what it is their new hire is there to achieve. By understanding how they are going to contribute, whether this is by engaging their team, building on what has been done before or developing a new idea, organisations can give their new hire the freedom and time to achieve their potential.”

Tim Powell, Group head of resourcing, Priory Group

“Many companies focus on time and cost per hire but quality is considered a more difficult element to measure. Priory Group has recently introduced a situational judgement test for support workers and healthcare assistants; one of the key metrics in assessing its impact will be a reduction in staff turnover rates. It is hoped that the quality of candidates will improve due to being better informed about the reality of the role – they will stay longer as a result, and exhibit the appropriate values and behaviours consistent with a high-performing support worker.”

Ashley Hever, Talent acquisition director, UK & Ireland, Enterprise rent-a-car

“There are a number of ways to measure quality of hire. While the most basic of KPIs [key performance indicators] would include whether an employee is still with the company after a specific amount of time, the most complex would also measure an employee’s success within the business: did they hit their yearly performance goals or achieve a promotion within a particular timeframe? This data is fairly easy to gather and measure – with the right HR systems – so why not also gather further information on the employee’s engagement levels within the company, or what feedback their colleagues are able to provide on them?”