Schandra’s Weblog

June 24, 2008


Filed under: Staffing And Recruiting — schandra @ 7:14 pm

As a Staffing Manager, we pay alot of attention to numbers…number of hires, attrition numbers, number of days to fill, budget numbers, etc. As a hiring manager and stock holder, I am more interested in measuring the QUALITY of the hires that we make. I am interested in knowing how you have done this now or in the past? Is it something that you have measured and how? If it is not something you have measured, please also share why not.

The key is in how you define “quality.” If you define quality as the best candidate, you probably won’t be able to measure it. If you define quality as your hiring process delivers that candidates you expect, then it can be measured with some diligence.

1) Have the hiring manager do an on the spot assessment of the new employee right after the hire. They may not have even started yet. Capture the impressions based on the interview and hiring criteria.
2) Compare that to the same assessment given at 6, 12 and 18 month intervals by current managers of the employee. This will give you a short term look at the quality of hire.
3) You can then lump in performance ratings, tenure and mobility as a Hiring Quality Index which can be broke down by employee as well as folded up to department and company level indices.

While this will not be perfect, it will give you an idea of how you are doing overall. Commitment to this over a period of time ill allow you to tweak the system to the personality of the company.

Remember… Quality is in the eye of the beholder. Your job is to get everyone to behold the same thing.


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