Are you struggling to find the right candidates for your organization? Are you tired of making hiring decisions that result in poor quality candidates? In this comprehensive blog, we will dive deep into the world of hiring, exploring effective strategies and techniques to measure quality of hire for improvement.

Throughout this guide, we will address common pain points faced by hiring managers and explore proven methods to measure the quality of your hire. You will discover useful insights and practical tips that can empower your recruitment process, ultimately leading to better hires and increased organizational success.

What is Quality of Hire?

Quality of hire is a crucial metric that assesses the effectiveness of an organization’s hiring process in identifying and attracting the best candidates who are most likely to contribute positively to the overall success of the business. It goes beyond simply evaluating the skills and qualifications of new hires; it also encompasses factors such as cultural fit, long-term performance, and potential for growth.

Why Measuring Quality of Hire is Important?

When it comes to the hiring process, ensuring quality hire is crucial for the success of any business. Measuring quality of hire allows organizations to evaluate the effectiveness of their recruiting process and make data-driven decisions to optimize future hiring strategies. Let’s explore why measuring quality of hire is important and how it can contribute to overall business success.

Importance of measuring quality of hire

Assess the Right Fit

Measuring quality of hire enables hiring managers to assess whether a new hire is the right fit for the organization. By evaluating factors such as cultural fit, skills match, and job performance, organizations can determine whether the candidate aligns with the company’s values, goals, and requirements. This ensures that the right person is selected for the job, increasing the likelihood of a successful and productive employee.

Improve Retention Rates

High turnover rates can be detrimental to a company’s success and can lead to significant financial losses. Measuring quality of hire allows organizations to track and analyze new-hire attrition. By identifying trends and patterns, such as high turnover rates within a particular department or job role, organizations can take proactive measures to improve retention rates. This may involve implementing targeted training programs, refining onboarding processes, or addressing any underlying issues that may contribute to employee turnover.

Enhance Manager Satisfaction

Managers play a critical role in the success of new hires. Measuring quality of hire includes assessing manager satisfaction with the new employee’s performance. By obtaining feedback from hiring managers, organizations can gain valuable insights into the effectiveness of their recruiting process and identify areas for improvement. This feedback loop not only enhances manager satisfaction but also leads to better alignment between hiring managers and the talent acquisition team, fostering a collaborative and productive work environment.

Evaluate Overall Performance

Quality of hire is not solely dependent on the skills and qualifications of a new employee. Measuring quality of hire also involves assessing the individual’s performance and contribution to the organization. By implementing performance metrics and conducting regular performance reviews, organizations can gauge how well new hires are meeting job expectations and contributing to business objectives.

Measuring Quality of Hire

To measure quality of hire is essential for every business striving for success in its recruitment efforts. In this section, we will explore the key components of a robust quality of hire measurement and how it can contribute to business success.

Measuring quality of hire

The distinction between pre-hire and post-hire metrics is partially due to the fact that the candidate/new hire experience moves from recruitment to management, talent, and HR support roles at the time of hire. Furthermore, the majority of pre-hire indicators assess the efficacy and efficiency of hiring.

Post-hire metrics, on the other hand, evaluate how well management supports the performance of the new hire and the overall work experience. These are the criteria that are frequently used to gauge the quality of hiring and assess how new personnel will benefit the business. The measurements seen in regular use are as follows:

Pre-hire measures

Time to Fill is typically the amount of days that pass between a job requisition being approved and the candidate accepting an offer.

Time to Fill = networkdays(offer acceptance – requisition date)


Time to Hire is the duration of a candidate’s pipeline, from application to acceptance

Time to Hire = Date offer accepted – Application date


Hiring Velocity quantifies the proportion of positions filled promptly.

Hiring Velocity = (Number of on-time hires ÷ Total hires) × 100%


Cost per Hire is a controllable component, it ignores the fact that time and cost differ depending on the role.

Cost per Hire = Sum of recruiting costs ÷ Number of hires


Hiring Budget, benchmarks hiring costs to the variable costs of various job categories.

Hiring Budget = Total recruiting costs ÷ New hire payroll


Candidate Assessment Scores are useful for assessing a candidate’s suitability for a position.


Interview Scores, using a scoring sheet or scorecard, interviewers and hiring managers can assign candidates a grade during the interview process.

Interview Score = Total of scores for each criterion ÷ Number of scores


Offer Acceptance Rate be used to detect difficulties with pay expectations, communication or remuneration.

Offer acceptance rate = Number of offers accepted ÷ Number of offers made


The purpose of the recruiting experience survey is to gauge the candidate’s perception of the hiring process.

Post-hire measures

Time to Productivity is the number of days from the hiring date to the point at which a new hire reaches maximum productivity.

Time to Productivity = networkdays(Date of full productivity – Hire date)


End of Probation Review can be used to gauge how effectively applicants acclimated to their new roles or serve as an indicator of how well the onboarding procedure went.


Onboarding Survey, throughout their probationary time and beyond, new hires are questioned on the onboarding procedure.


Job Fit can be evaluated with a Net Hiring Score (NHS), similar to the Net Promoter Score for consumers.


Hiring Manager Satisfaction are surveyed on their level of satisfaction, to determine whether a new recruit is a good fit.


Team Performance includes 360-degree feedback which is used to assess the effectiveness of new hires and teams.


Culture Fit Survey can help to find out how well a new hire fits in with the company culture.

Explore these diverse metrics to gain a holistic understanding of how to measure the quality of hire effectively.

Strategies to Improve Quality of Hire

When it comes to measuring quality of hire, organizations need a robust framework in place to ensure they are attracting and selecting the right candidates. Here are five effective strategies to improve the quality of hire and optimize your recruiting success:

Enhance the Candidate Assessment Process

  • Implement a comprehensive candidate assessment score to evaluate candidates objectively.
  • Incorporate a mix of behavioral and situational interviews to assess competencies and cultural fit.
  • Leverage pre-employment tests to gauge specific skills and abilities required for the role.
  • Utilize automated solutions, such as applicant tracking systems, to streamline the assessment process and eliminate potential biases.

Foster Strong Collaboration with Hiring Managers

  • Establish open lines of communication with hiring managers to understand their specific needs and expectations.
  • Encourage hiring managers to actively participate in the recruitment process and provide timely feedback.
  • Collaborate to define job requirements and refine job descriptions to attract the best-fit candidates.

Strengthen Employer Branding

  • Highlight your organization’s unique value proposition and company culture to attract top talent.
  • Develop and maintain a strong online presence by showcasing employee testimonials and success stories.
  • Optimize your career page and social media channels to ensure they reflect your employer brand effectively.
  • Leverage employee referral programs and encourage current employees to share job openings within their networks.

Implement Effective Onboarding Programs

  • Design a comprehensive onboarding program to support new hires’ integration into the company.
  • Provide clarity on job expectations, organizational goals, and growth opportunities from day one.
  • Assign mentors or buddies to guide new hires and ensure a smooth transition.
  • Continuously evaluate the effectiveness of your onboarding process and make necessary improvements.

Track Performance Metrics

  • Regularly review new hires’ contribution to the organization and their job performance.
  • Measure employee engagement and satisfaction through surveys to identify areas for improvement.
  • Monitor retention rates and turnover rates to assess the overall quality of hire.
  • Conduct performance reviews at regular intervals to provide feedback and identify opportunities for development.

Best Practices for Measuring Quality of Hire

When it comes to measuring quality of hire, there are several best practices that can help organizations evaluate the effectiveness of their hiring process. By implementing these practices, companies can gain valuable insights into the success of their recruitment efforts and make data-driven decisions to optimize their talent acquisition strategies. Here are seven key best practices for measuring the quality of hire:

Best Practices for Measuring Quality of Hire

Define Clear Performance Metrics

  • Establish performance metrics that align with your organization’s goals and values.
  • Identify specific key performance indicators (KPIs) that can accurately measure an employee’s contribution and impact on business success.

Implement Regular Performance Reviews

  • Conduct regular performance reviews to evaluate new hires’ performance and assess their progress over time.
  • Provide constructive feedback to help employees improve and reach their full potential.
  • Use a standardized review process to ensure consistency in evaluating performance across different departments or roles.

Incorporate Manager Satisfaction Surveys

  • Gather feedback from hiring managers to measure their satisfaction with new hires.
  • Assess whether new employees are meeting the expectations of their managers and contributing to team success.
  • Use survey data as a valuable qualitative measure to complement quantitative performance metrics.

Track Turnover and Retention Rates

  • Monitor turnover rates to gauge the effectiveness of your hiring process.
  • Evaluate the retention rates of new hires to determine if they are staying with the company long-term.
  • High turnover rates may indicate issues with the quality of the hires and may require adjustments to the recruitment strategy.

Assess Cultural Fit

  • Evaluate how well new hires align with your company’s culture and core values.
  • Assess whether employees are integrating well within the team and contributing positively to the overall work environment.
  • Consider using surveys or interviews to gather feedback on cultural fit.

Leverage Candidate Assessment Scores

  • Use pre-employment assessments to objectively measure candidates’ skills, competencies, and suitability for the role.
  • Compare candidates’ assessment scores to their subsequent job performance to identify the correlation between assessment results and on-the-job success.

Measure New Hire Contribution

  • Assess the impact of new hires on business outcomes and team performance.
  • Evaluate how effectively new employees are fulfilling their responsibilities and contributing to achieving organizational goals.
  • Use performance data to determine the extent to which new hires are driving business growth and success.


In conclusion, to measure quality of hire is a complex yet crucial aspect of recruitment success. By implementing the strategies and metrics discussed in this guide, you can optimize your hiring process and ensure that you are attracting and retaining the best talent for your organization. From tracking key performance indicators to utilizing data-driven insights, taking a proactive approach to measuring quality of hire will undoubtedly yield positive results. Remember, quality of hire is not just a one-time evaluation but an ongoing process. Continuously refining your recruitment strategies and adapting to the changing needs of your organization will lead to long-term success. By implementing these best practices, you can make informed decisions, minimize hiring risks, and build a high-performing team. Ready to take your recruitment game to the next level?