Track and Improve Quality of Hire and Optimize Onboarding Experience

Quality of Hire is an important metric that combines organizational fit, productivity, retention and other factors to identify. Many companies combine data from payroll, HRMS, performance management and hiring systems to try and track quality of hire. This is the most accurate method, but is complex and expensive. Another way is to survey hiring managers and new hires to self report these metrics. This method is less accurate, but much simpler and less expensive to execute.

Studies show that 20%-33% of all new hires leave within the first six months of employment. This varies wildly by industry and job family, though. The best approach is to send multiple quality of hire surveys throughout the first year of employment starting day one, with intervals of 30, 60, 180 a 365 days. Surveys should be sent to managers to measure fit, productivity, development and retention. Surveys should also be sent to new hires to gauge their feelings about fit and productivity, as well as uncover potential developing issues that could result in the loss of the employee. The benefit of a multi-touch quality of hire survey is that engages all stakeholders and produces metrics showing evolution over time, will maintaining a real time overall quality of hire measure that can be mapped against other recruiting metrics like source of hire, job, recruiter, etc.

Send surveys to candidates after they interact with hiring technologies. For example, send a survey after they apply online or after they take an assessment test or after they interact with a chatbot or use an AI tool for arranging an interview. Candidates will tell you what they liked as well as what went wrong and can be improved.