{"id":11827,"date":"2020-08-12T00:00:00","date_gmt":"2020-08-12T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/blog\/the-single-most-important-recruitment-metric-to-track-quality-of-hire\/"},"modified":"2026-06-21T22:58:57","modified_gmt":"2026-06-21T22:58:57","slug":"the-single-most-important-recruitment-metric-to-track-quality-of-hire","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/us\/blog\/the-single-most-important-recruitment-metric-to-track-quality-of-hire\/","title":{"rendered":"The Single Most Important Recruitment Metric to Track: Quality of Hire"},"content":{"rendered":"<p><i><span style=\"font-weight: 400;\">What recruitment metrics are you tracking? Forget about time to fill or cost per hire. The single most important metric you can track is the quality of hire. Here\u2019s why (and how you can do it!).\u00a0<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Did you know that measuring quality of hire is ten times more impactful than measuring time to fill, and one hundred times more impactful than the cost per hire? An excellent hire can produce ten times the work of an average or poor performer.\u00a0<\/span><\/p>\n<h3>The numbers<\/h3>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these metrics further. Consider that the average daily revenue an employee produces is $2,250, the average time to hire is 30 days and the average cost per hire is $5000. Therefore:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">if you improve your cost per hire ($5,000) by 10%, you save $500\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">if you improve your time to fill (30 days) by 10%, you save $6,750\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">if you improve your quality of hire by 10%, you create $50,000 of value.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">(Calculations are based on 10% of 30=3 days, 3*2,250=$6,750.)\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So if the average revenue an employee produces per annum is $500,000, a 10% increase in productivity equates to 10% of $500,000, which is $50,000 compounding every year!\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Few organizations measure their quality of hire, and even fewer do it well. Understanding quality of hire will enable you to make the best talent decisions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to <\/span><a href=\"https:\/\/business.linkedin.com\/content\/dam\/business\/talent-solutions\/global\/en_us\/c\/pdfs\/GRT16_GlobalRecruiting_100815.pdf\"><span style=\"font-weight: 400;\">Global Recruiting Trends<\/span><\/a><span style=\"font-weight: 400;\">, 39% of talent leaders agree that quality of hire is the single most valuable metric to track performance. 60% of talent leaders report identifying quality hires as their top challenge of 2019, yet only 2% have a framework to measure quality.<\/span><\/p>\n<h3><b>It starts with data<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Data is where the world is going. It is becoming more and more crucial in recruitment. Having a large volume of data (and a way to interpret it through smart systems) enables you to see patterns and correlations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Data enables you to see averages and compare. If candidates don\u2019t meet average metrics, it doesn\u2019t mean they won\u2019t be successful in a role, but it does give you a comparison point so that you can start to see patterns.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A smart, integrated data system enables all your data to \u201ctalk\u201d together. Data can include everything from employee experience, feedback from interviewers, reference insights, new hire experience, hiring manager experience, to exit interviews. It is a foundational metric for AI feedback loops. The future of recruitment involves AI, and successful AI only happens with data.\u00a0<\/span><strong><br \/>\n<\/strong><\/p>\n<ol>\n<li><b> Use performance reviews (with caution)\u00a0<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Many organizations rely on performance reviews to measure quality of hire. And this makes sense. If new hires are performing well, it should mean that hiring them was a good idea.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Unfortunately, performance reviews are very subjective, so standardizing results can be misleading. Some of your team leaders may be easy to please, and others less so.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To counter this, rank new hires against each other and understand the sources that are producing the most high-quality candidates. Track error rates. Starting anywhere new is, of course, going to be a learning process. But over time, the less your team members task require rework or have mistakes, the better the quality of hire.\u00a0<\/span><\/p>\n<ol start=\"2\">\n<li><b> Conduct 60-day check-ins with both your new hire and hiring manager\u00a0<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">You may already conduct 60-day check ins with your new hires, but what about hiring managers? Checking in with both parties ensures you\u2019re obtaining the most accurate information.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are some tips for conducting 60-day check-ins with your new hire.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ask your new hires:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Is the role as they expected?\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ask your hiring managers to discern:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are they working well with their team? Are they positively contributing to organisational culture?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do they feel fulfilled in their role, and do they want to stay?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are they producing the results expected?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Can you trust them? Do they do things they say they will?\u00a0<\/span><\/li>\n<\/ul>\n<p><b>Are we good at hiring? According to Checkster\u2019s research, 26% of hiring managers have hirers remorse, as do 18% of new hires.\u00a0<\/b><\/p>\n<h3><b>What is \u201cquality\u201d?\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Interestingly, one in three companies stated that they would like to track quality of hire, but they don\u2019t know how to start. A simple definition of quality is someone who contributes meaningfully to your teams and organization.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the simple definition from Checkster, \u201cquality of hire is a great team member\u201d. But what is a great team member? A great team member has five core attributes:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Inspiration \u2013 they can get the best out of their team\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Experience \u2013 they feel fulfilled in their role and want to stay with your organization (retention)\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Fit \u2013 they add to your organization\u2019s culture and values and are pleasant to work with\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Results \u2013 they produce the results expected in the role\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Integrity \u2013 they are someone you can trust who do things they say they will.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">According to Checkster, 85 years of research shows that the best assessments to determine quality hires are:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">work sample test<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">structured interviews<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">general mental ability tests<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">peer ratings.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">So take this into consideration when designing your shortlisting and interview strategy.\u00a0<\/span><\/p>\n<h3><strong>How can you measure quality?\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">\u201cToo often, the discussion about quality of hire is confused with selection practices and not an employee\u2019s experience once onboard. Organizations need to start by looking at what are the characteristics of a great employe (post-hire data). Then, look at how we can try to predict those among candidates.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Performance data has limitations because typically after a year, it is too late. It\u2019s important to understand new hires\u2019 experience from when they first begin at your organization.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Descheemaecker then recommended to conduct 1, 30, 60 and 90-day check-ins with new hires, each time, speaking with the hiring manager, and asking questions that relate to quality of hire, for example:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Can you trust them?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do they fit into the team?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are they accomplishing tasks?\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Then she recommends speaking to the new hire and asking opinions from their subordinates and peers, which reduces the impact of bias.\u00a0<\/span><\/p>\n<h3><strong>Next steps\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Descheemaecker concluded the presentation with powerful insights and recommendations on the next steps for recruiters to take.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOrganisations are overspending on sourcing talent by 80%. With the huge impact better quality can make, dedicating 20% of your budget is out of proportion to the results it yields.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Descheemaecker recommended measuring and improving the quality of your hires, using data to inform your decision making, conducting regular check-ins with new hires, hiring managers, peers and other colleagues.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cIf you are not resourced enough to use systems and technology, it is possible to track these metrics yourself using Excel. Just use something!\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Own the metric. <\/span><span style=\"font-weight: 400;\">Start measuring, use data, and identify trends. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Design your shortlisting process strategically to assess quality. Conduct regular check-ins with hiring managers, new hires, their subordinates and peers. Provide hiring managers with useful frameworks and recommendations to improve quality of hire.\u00a0<\/span><\/p>\n<h6><strong>Need some help optimizing your Shortlisting and Selection process to improve your quality of hire?<\/strong><\/h6>\n<p><span style=\"font-weight: 400;\">Call us on <\/span><em style=\"font-size: 0.875rem;\"><strong>1 866 474 3140<\/strong> or emailing us at <strong><a href=\"mailto:hello@scouttalent.ca\">hello@scouttalent.ca.<\/a><\/strong><\/em><\/p>\n<p><strong>If you enjoyed this content and would like to receive our monthly recruitment update emails, simply fill out the form below.<\/strong><\/p>\n<p><script>window.hsFormsOnReady = window.hsFormsOnReady || [];\nwindow.hsFormsOnReady.push(()=>{\nhbspt.forms.create({\nportalId: 7047613,\nformId: \"252dc598-bf94-4b64-a31f-a8b2ad3201f7\",\ntarget: \"#hbspt-form-1777614538000-6740439876\",\nregion: \"na1\",\n})});<\/script><\/p>\n<div id=\"hbspt-form-1777614538000-6740439876\" class=\"hbspt-form\"><\/div>","protected":false},"excerpt":{"rendered":"<p>What recruitment metrics are you tracking? Forget about time to fill or cost per hire. The single most important metric you can track is the quality of hire. Here\u2019s why (and how you can do it!). Did you know that measuring quality of hire is ten times more impactful than measuring time to fill, and<\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[374,24],"tags":[],"class_list":["post-11827","post","type-post","status-publish","format-standard","hentry","category-blog","category-recruitment-technology"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"What recruitment metrics are you tracking? Forget about time to fill or cost per hire. The single most important metric you can track is the quality of hire. Here\u2019s why (and how you can do it!). 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