The Most Effective Model to Assess Quality of Hire

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You spend so much time sourcing, engaging, and recruiting, why not take an extra step to ensure you're retaining talent that comes with a hefty ROI? In 2015, 39% of companies said Quality of Hire (QoH) was their most valuable recruiting performance metric.

It’s what makes spending so much time and effort in the recruitment process worth it in the end. It’s the reason that cutting corners and saving money isn’t a good idea when it comes to recruiting. Quality of Hire is one of the most important and, unfortunately, one of the most difficult hiring metrics to track.

To begin calculating Quality of Hire, several metrics have to be measured and hungary whatsapp phone number analyzed over several months. That’s why many companies don’t give QoH its proper due—it takes too long to evaluate. However, out of 20,000 new hires made in 2012, 46% failed within 18 months. This is a clear sign that Quality of Hire is not being analyzed and the results are not being used to improve the recruiting process.

39% of companies said Quality of Hire (QoH) was their most valuable performance metric.
Those who do measure QoH generally base it on one or a mixture of the following metrics:

Employee engagement
Cost per hire
Turnover rates
Time to hire
Job performance


In fact, pre-hire metrics (time to hire, cost per hire) don’t actually give you insight into QoH. You can focus on the talent acquisition process since that’s what you want to improve in the end, but that won’t measure staff performance. Instead, an ideal and accurate QoH rating would be based on the following:

Pre-hire assessments. How good of a fit does the candidate appear to be?
Post-hire performance. Where has a new hire added value to the company?
Hiring manager satisfaction. Are hiring managers impressed with the hiring process and the talent coming in?
Candidate satisfaction. How happy is the new hire in their position?
New hire turnover (and retention) rates. Is the talent you’re hiring generally a good fit for your company culture?


All of the above measure performance and cultural fit, both of which are vital to improving your recruitment process. Reducing time to hire and cost per hire is important for your budget, but they don’t affect your company nearly as much as the people you recruit. Though you could (and should) put all of the above metrics into the Quality of Hire formula, here are the 3 most vital pieces to calculate your score: