Easy Ways to Implement and Improve the Quality of Hire (QoH) Process

As recruitment activity across various industries and organizations has slowed, employers have become more selective about who they make offers to and bring into their teams. As a result, Quality of Hire (QoH) is becoming a top issue shaping Talent Acquisition in the future. LinkedIn found that 54% of Talent Acquisition experts believe QoH will shape hiring in the next five years, followed by employer branding (49%), candidate experience (44%), and upskilling/reskilling employees (40%).

?

We’ll explore; what QoH is, what are the best measurements to assess a new hire, and what methods can attract better-quality applications to improve future QoH.

?

What does Quality of Hire (QoH) mean?

QoH measures the value new hires bring to an organization, assessed by their contribution to the organisation’s long-term success. It’s a complex metric that takes months to evaluate, using key performance indicators, metrics, employee turnover, and retention rates.

?

What are the best measurements to assess a new hire?

From an organizational perspective, there are key indicators of a new hire's success during their tenure, both short-term (probation period) and medium- to long-term assessments.

?

New Hire Performance Metrics:

Culture Fit:

How well does the new employee align with the organization’s values, environment, and team dynamics?

Productivity:

How quickly does the new hire become self-sufficient and productive without assistance?

Hiring Manager Satisfaction:

Satisfaction levels of the hiring manager regarding the new hire.

“Ramp-Up” Time Efficiency:

Time to Achieve:

Expected duration for a new hire to meet necessary expectations.

Actual Time to Achieve:

The actual time taken for a new hire to meet these expectations.

?

How can you track the QoH’s success?

Turnover and Retention Metrics:

What are the turnover rates and retention tenure of employees? What is the success rate of new starters passing probation?

?

New Hire Satisfaction:

How do new employees feel upon starting at the organization? Do their initial expectations align with their experiences? How satisfied are they since joining? What improvements could be made?

?

Suggested formula to measure QoH:

?

Indicator % + Indicator % + Indicator % + Indicator %

________________________Divide_________________________

????????????????????????Number of Indicators

?

For Example:

Culture Fit % + Productivity % + Hiring Manager Satisfaction % + “Ramp-Up” Time %

__________________________________________________________________________________

??????????????????????????????????????????????????????????? 4

?

Measuring specific indicators is crucial to hiring efficient employees and highlights the need to monitor performance. Hiring is expensive and time-consuming; having a metric will save money, evaluate hiring effectiveness, improve the hiring and selection process, and measure onboarding successes effectively.

?

What methods can you use to ensure to make decisive and positive hires and enhance future new hires' experiences?

1. Rely on a Data-Driven Hiring Process

“Without data, it is just an opinion.” Never forget the importance of data during the hiring process. Utilize numbers, feedback, and other measurable metrics to assess candidates. Create a clear and consistent scoring system to compare applicants fairly.

?

2. Align the Hiring Team with the Right Requirements

Avoid seeking “nice-to-have” or “desirable” traits that are difficult to find. Ensure the must-have requirements are achievable and look for candidates' potential for growth rather than focusing on gaps.

?

3. Improve the Onboarding Experience for New Hires

Remember that new hires will share their experiences with their networks. Enhance the onboarding process by:

-??????? Assigning a “buddy” to mentor and induct them.

-??????? Ensuring hardware and software are delivered on time.

-??????? Making them feel welcome through team introductions and regular touchpoints.

?

4. Track Former Employees and Use Their Feedback

Exit interviews are crucial for identifying team gaps and learning from those who have left. Use this feedback to improve the employee experience.

?

5. Evaluate the Recruiter Performance Funnel Metrics

Review the recruiter talent funnel to measure the effectiveness of each hiring stage: Analyse conversion rates and the source/cost of hire to identify process efficiencies.

?

6. Regularly Review and Adapt

Continuously review collected data, set clear processes for measuring each indicator, and implement improvements. Regularly update and strengthen your hiring quality based on this analysis.