Knowing how to measure quality of hire is always a battle, so how do you do it? 🤔
During our March webinar with Tracy Keogh & Erin Peterson from Great Hill Partners last week, they shared firsthand knowledge on how to do so.
First things first, it's an evolving measurement. But, the most important thing to do is figure out what metrics are important for your organization.
Watch the clip below for their take - and if interested, check out the full 1-hour webinar & our recap blog here: https://lnkd.in/d5xNUFD5.
#HRWebinar#QualityofHire#Webinar
Yeah. And I think this is an evolving measurement. Years ago the only thing we had to go by was early attrition. So if we have a certain number of people who are leaving too early, we it points to an issue and we start to do the forensics around it. But I think that talent technology being what it is, we now have more ways not only to be able to get our arms around the quality of the hires, but what that means for the business. So you know, typically the classic measures are early attrition. Hiring manager feedback in general about the particular performance of the candidate and then speed to productivity, whatever that means. And that actually has to be defined on a roll by roll basis. But I think more modern ways to measure quality of higher would be around sentiment, not only candidate sentiment, like how they showed up throughout the recruiting process. And how engaged they were, but also employee after they become employees, we can then measure through a a variety of engagement tools how they're showing up there and whether they are still engaged as they were in the recruitment process. I would add to that, you know they're talent review position, so if your company's doing talent reviews. It's pretty easy to look on A9 box and figure out where did that new hire end up and does that match what we thought that they would look like when we were recruiting them? Did they meet their bonus or sales quota? You know, literally the numbers that that matter. And then when I was at Amazon, they had a really interesting way to think about quality improvement. And that is when we were in debrief after an interview process, we'd always ask the question, is this person better than 50% of the current people in that role? And so it was sort of like an all up if everybody's given a thumbs up, then in fact we believe we are raising the bar. Umm. So you know I think a modern organization would be smart to do a look back and say we said this person was better than 50%, are they? And you can probably tell that after about six months, certainly after a year you can do that. So it's a closed loop learning that Tracy and I like to talk about it's it's kind of Tracey's catch phrase and it's so important to do that closed loop. Morning, right, right, right. And I would say there's a lot of metrics. What the important thing to do is to figure out what metrics are important for your organization because we could give you a scorecard, you know, on a whole bunch of different things for quality. But you should talk to your managers and say what did they consider, you know, a really high quality higher and what are the things they're looking at? So you have a shared understanding with them.
