If the recruitment and hiring industry was given one wish, what would it be? Chances are, most recruiters and hiring managers would want to be able to find and retain high-quality candidates for every single role they’re assigned. We’re unlikely to stumble upon a magic lamp or fairy godmother anytime soon, however, so how else can the seemingly-impossible be achieved?

The problem with Quality of Hire

The main difficulty encountered when Quality of Hire is addressed is that the concept means different things to different people. Without agreement on a what a quality hire actually looks like, a consensus can’t be reached on how to achieve it.

Part of the issue is also that Quality of Hire isn’t a singular metric. Instead, it’s one term which encompasses several indicators of recruitment and hiring performance. For example, combining retention, stakeholder satisfaction, new employee performance and pipeline quality could give an accurate overview of an organisation’s Quality of Hire, but equally so could cost and time to hire, staff tenure and cultural fit.

With so many elements to consider, how can any hiring team hope to make sense of Quality of Hire and present robust evidence of it to senior executives, let alone improve it?



Quality vs. speed

With Quality of Hire comprising so many elements, it’s possible that speed of hiring could be impacted if quality takes precedence. Assuming that quality has been defined, HR teams will normally prefer quality over speed, but if the business is crying out for new starts or a business-critical role, it can be hard to justify taking extra time to make sure that every hire fits exactly within the hiring team’s definition of quality.

To add to the complications, there’s also the question of how diverse hiring fits into Quality of Hire. Our recent study raised concerns over speed of hiring in relation to diversity. Some felt that HR could be seen as “blockers” to hiring speed due to the care they take to ensure diversity and equality standards are maintained. Other attendees felt that this issue should be viewed in light of an inclusion strategy and attracting more diverse talent rather than as a speed-related problem.


Getting over the quality hurdles

There is clear agreement within the recruitment industry that Quality of Hire matters, and has to improve for organisations to thrive. The most successful HR teams have already managed to put Quality of Hire on an upward trajectory, but what about those who are still struggling?

The first step is to secure agreement on what good looks like for each individual company. Consider developing a competency framework so that recruiters, hiring managers and business executives are in alignment over the type of candidates who succeed within the organisation. If you’re not yet sure which kind of employees perform best, test and refine until the data clearly demonstrates which competencies should be included in your framework.

Next, hiring teams should aim to put strategies in place that ensure consistency of quality across the organisation. Reactive responses to poor Quality of Hire tend to be short-termist and have limited reach, whereas a planned and well-executed Quality of Hire improvement initiative is far more likely to succeed.

Talenytics provides an innovative solution to Quality of Hire by offering talent leaders and business management access to real-time insights into the quality of candidates and the hiring process.


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See how your Quality of Hire could improve by registering for a free assessment now.

Gianna Legate

Gianna Legate

Content Marketing Specialist

Gianna is a copywriter with degrees in English and Marketing. She is passionate about the ever-evolving world of technology, and uses her skills to research the latest industry trends and insights.