Quality of Hire is a topic that recruiters struggle with but are often required to track and report. How do they measure it? Usually with the crude measures of hiring manager satisfaction, retention, time to promotion, or length of tenure. These three criteria are often used but suffer from flaws.
The satisfaction of a hiring manager, while perhaps important to the candidate, is not a reliable measure. It is subjective and not indicative if actual performance or potential. Numerous studies have shown that time to promotion and length of tenure do not correlate with performance. In fact, in small companies or firms with limited promotional opportunities, the time to promotion is meaningless. This graph shows some of the common measures of quality and the percentage of them being used.
These articles explore other ways to approach QofH. No matter what measures we use, quality of hire remains elusive and very hard to define or measure.
Quality of Hire didn’t use to be a recruiting measurement. Far from it! Even just ten years ago, the goal for recruiters and even their emerging brethren was to make sure that people met the job…
Corporate culture has been a topic for a decade or more but primarily with organizational development specialists or change management consultants. Today corporate culture has become one of the main measurements of hiring excellence and a topic every HR person and recruiter is focused on. Ed Schein at MIT wrote one of the early and most important books on corporate culture. I still recommend it as the best way to get a grasp on what corporate culture is and why it’s important. These articles give a variety of perspectives on CC.
I’ve spent this year working with corporations and government agencies that are adopting and adapting Lean Methodologies. I’ve summarized my learnings in this blog post, and here, here and here and…
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