Yes, you can (and should) measure the quality of hire using surveys. But before we look at quality of hire survey questions, it’s important to know who to survey and when. There are two main groups for quality of hire surveys: new hires and managers. Each provides a part of the overall quality of hire scorecard. Organizations usually gather information from both the new hire and their manager during the first year of employment.
From the new hire, you want to understand “fit” and “support.” Fit is a very personal factor but plays a key role in determining quality of hire. Fit is also something that goes both ways. If the manager and employee feel differently about fit, there’s a good chance the quality of hire will be lower.
You also need to ask about support. Is the employee getting the materials, knowledge, and access they need to do well? The answers to these new hire onboarding survey questions affect the overall quality of hire metric and can point out problems that might lower quality of hire scores.
From the manager, besides fit, you want to measure employee performance, impact, and how long they stay. For managers, fit often relates to teamwork and working well with others. Performance is measured by progress toward key goals and showing the right skills. One of the most important parts of quality of hire is checking if the new hire is still with the company. Whether they quit or were let go, someone who doesn’t stay was not a quality hire.
When to Send Quality of Hire Survey Questions
It’s a good idea to engage new hires with a short survey during their first week to set up feedback later on. But there isn’t much useful data to collect before 30 days of employment. It’s recommended to gather feedback at 30–60 days, then again at six months, and finally at the one-year mark. These times can be adjusted if needed.
Early feedback gives a first look at quality of hire metrics but is most useful for spotting patterns and finding ways to improve onboarding, fit, and orientation. A third of employees quit within the first 30 days, and by 45 days, more than half of those who will quit have already left. Early feedback is key to lowering this costly turnover.
The main data for your quality of hire scorecard comes at the six-month and one-year points. By then, the employee has built a body of work and the manager has had enough time to see if key goals were met.
So what quality of hire survey questions are essential? The following cover the range of questions we recommend to clients using Survale’s automated quality of hire module in their hiring and onboarding process. Of course, this is a starting point, and it’s best to adjust these questions to fit the organization, department, and even the role or job group. The labels on the scales can be adjusted, and surveys can also be shortened.
FAQs
How do you measure quality of hire?
You can measure quality of hire by collecting feedback from both the new hire and their manager using quality of hire surveys. Common ways include using a quality of hire scorecard that looks at employee performance, cultural fit, manager satisfaction, and retention. Organizations usually collect this feedback at 30 days, six months, and one year after hiring. You can also include an employee satisfaction survey and a hiring manager survey to get a full view.
How to probe a question regarding quality of hire?
To probe a question about quality of hire, ask follow-up questions that gather more detail. For example, if a manager says an employee is a “good fit,” ask, “Can you give examples of how they’ve helped the team?” or “What skills have they shown that meet the role’s needs?” This approach helps gather better insights that support your quality of hire metrics.
What are the best questions for a candidate experience survey?
Some of the best questions for a candidate experience survey include:
- How clear were the job expectations shared with you?
- How would you rate the communication during the hiring process?
- Did you feel respected and valued during the interviews?
- How satisfied were you with the hiring process?
- Would you recommend this company to others based on your hiring experience?
Including these questions can also help improve quality of hire by showing gaps in your talent acquisition process.
What is the hiring process 7 steps?
The seven steps of the hiring process are:
- Identifying the hiring need
- Writing a job description
- Sourcing candidates
- Screening and shortlisting
- Interviewing candidates
- Making the offer
- Onboarding the new hire
Each step supports both quality of hire and employee engagement by making sure the right person is hired and set up to succeed.
