How to Measure Quality of Hire Surveys
Measuring quality of hire is part art, part science. It’s about understanding if your new hire is the right fit. This goes beyond job skills. It includes cultural fit, learning speed, and long-term impact. A strong quality of hire process blends feedback and data.
With the right tools and questions, you can get clear signals about how your hiring decisions are working. This helps reduce new hire turnover, improve onboarding, and shorten time to productivity. Using quality of hire survey questions and applying consistent methods can improve hiring results across the board.
Why Quality of Hire Metrics Matter
A solid system for measuring quality of hire gives you real benefits:
- Less turnover
- Better attendance
- Lower onboarding costs
- Higher Net Promoter Scores
- More referrals
- Faster productivity
- Stronger engagement
Each of these outcomes improves when you’re hiring the right people. That’s why organizations use quality of hire metrics to review performance. It’s about getting the full story of each hire.
How Survale Helps Measure Quality of Hire
There’s no single number to measure quality. Survale helps by gathering both manager and new hire feedback. These results combine into a strong quality of hire index.
Common metrics used with Survale include:
- Turnover rates
- Cultural fit
- Onboarding satisfaction
- Net Promoter Score (NPS)
- Time to productivity
- Referrals from new hires
- Manager reviews of skill and performance
- New hire self-assessment of fit and job clarity
- Termination reasons from both sides
Survale lets you track each of these metrics with simple surveys. It becomes your quality of hire tool to improve how you hire and keep people.
How to Build a Quality of Hire Index
Companies use quality of hire formulas to create a score. Here are some examples:
Option 1: (Hiring Manager: Rehire + Culture Fit + Skills + Customer Service + Productivity) / N
Option 2: (Hiring Manager: Rehire + Culture Fit + Skills + Retention Rate) / N
Option 3: (New Hire: Reaccept Offer + Culture Fit + Skill Use) + (Hiring Manager: Rehire + Fit + Skills) + Retention / N
“N” is the number of metrics you include. These can be adjusted. The goal is to track over time. Run these surveys at 90, 180, and 360 days.
When to Measure Quality of Hire
At 90 Days
This is a great place to start. Ask hiring managers:
- Would you rehire this person?
- Do they fit with the team?
- Are they good with people?
- Are they meeting expectations?
Also ask managers to share why someone left, if they did. Early feedback on turnover is vital. If a new hire quits in less than a year, this affects your quality of hire benchmark.
Survale helps capture all this through manager surveys. It keeps things simple but effective.
At 180 Days
At this stage, repeat the earlier process. This gives you new data and shows progress or problems. The results add up to a stronger quality of hire metric.
Ongoing Feedback and New Hire Input
As you grow your program, include new hires in your surveys. Ask them:
- Would you take this job again?
- Are your skills being used well?
- Do you feel like you fit here?
Their answers add another layer to your quality of hire index. You get a full view: what the manager sees and what the new hire feels.
Use Candidate Experience Surveys to Add Context
Sometimes hiring problems start earlier. Candidate experience survey best practices can help you catch issues before people even start.
Ask candidates about the process:
- Was the job clear?
- Were they treated with respect?
- Did communication meet their expectations?
Fixing poor candidate experiences leads to better hires. It also supports your goal to improve quality of hire. Survale connects all these stages to give you real insights.
Catching Turnover Risks Early
Survale can show you where new hire turnover is happening. Often, people leave due to poor onboarding. You’ll see patterns like:
- 15% leave in the first week
- More leave around 30 days
With the right quality of hire surveys, you can stop this. Train managers, adjust onboarding, and use the feedback to fix weak spots.
Improve Quality of Hire with Clear Feedback
The value of your feedback grows over time. Keep your surveys short and focused. Use indexes to track:
- Skills
- Cultural fit
- Manager satisfaction
- Rehire intent
- Retention
Start simple. Then add more detail after a few survey cycles. This way, you build a strong, reliable system.
Over time, you’ll find patterns. You’ll learn what types of hires work well—and which don’t. You’ll be able to correct issues faster.
FAQs
How to measure feedback impact on new hires?
Ask them questions about clarity, support, and satisfaction. Track changes in performance and retention after they give feedback.
How do you measure quality of hire?
Use both subjective feedback and objective data. Combine survey responses with metrics like retention and productivity.
What determines the quality of hire?
It’s a mix of fit, skill, engagement, and performance. Also important is whether the manager and new hire would make the same choice again.
What are the 3 P’s of recruitment?
The 3 P’s are: People, Process, and Performance. They reflect who you hire, how you hire, and how well hiring is working.
What is the quality of hire scale?
Some use a 1–10 rating. Others create a custom index. The key is using consistent metrics you can compare over time.
How can you measure the quality of an applicant?
Look at resume-match, interview scores, skill assessments, and post-hire performance. Also ask managers for feedback on readiness.
