Are Your Quality of Hire Metrics Working Against You?
Quality of Hire is an important hiring metric for many companies. Even though this is a critical metric, some companies don’t have a clear, consistent way to accurately measure it. Departments in the same company may even have different ways to measure their Quality of Hire, leading to increased confusion.
Below we have listed some typical ways companies try to measure Quality of Hire. These ways may seem practical, but when looking deeper, have many flaws. Read further to see if your company falls into measuring Quality of Hire in one of these ways. The last one may surprise you!
Determining Employee Quality Based on Tenure or Longevity
The Myth: Because someone has been at their job for a very long time, it means that they’re good at it and a stable employee.
The Truth: Sometimes people who stay at their jobs for a long period of time are simply complacent or happy to do what needs to be done and nothing more. Just because an employee stays around for a long time doesn’t mean they are a top performer and moving the company forward.
“Fit the Mold” Mentality for Measuring Quality
The Myth: If someone comes from a certain educational background or a noted company, then they’ve got to be a good hire because they have the right pedigree.
The Truth: A good education and a good work history can be important pieces of the puzzle, but they certainly don’t tell the whole story. In fact, you may find that someone from a small, lesser known university can bring way more to your company than a graduate from an Ivy League college – it all depends on the person behind the resume.
Measuring Quality of Hire Based on Referrals
The Myth: If a trusted employee or someone in management refers a person, then they’ll be a great employee and top performer.
The Truth: While the people who work in your company have a good grasp on the company culture and what’s required of employees, they may not have the ability to objectively see how their referral might fit in the role. The blind spot happens when the person doing the referring only thinks of the good qualities of their referral and doesn’t see the whole picture.
Referrals are a great way to bring candidates to the table, but don’t automatically give the position to these individuals without putting them through your entire hiring process with a strong screening and vetting component.
This Is the Way We’ve Always Done It
The Myth: This is how we’ve always hired people, and if they come through our process, then they’re a quality candidate.
The Truth: Your old system of hiring might be outdated and too tightly focused on active candidates. Top quality candidates aren’t searching job boards, they’re busy contributing to another company’s success. If you’re hiring process doesn’t have a strong passive candidate approach, it may be time to retool.
Passed THE Test for Quality of Hire
The Myth: We’re doing things right by using personality tests to determine Quality of Hire.
The Truth: Personality tests and tools like Predictive Index are a fantastic start and a great part of the process, but they’re only one way to measure the true quality of candidates. To be effective when determining Quality of Hire, several tools must be used. At Titus Talent we use Predictive Index (Head) when hiring, but we also look at the Heart and Briefcase. We have found that by looking at all three components, we can accurately measure Quality of Hire.
If you’d like to learn more about our recruiting process and how we look at the Head, Heart, and Briefcase – connect with us! We’d love to help you find the best candidates for your positions.
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