After reading this article you will:
1. Know which metrics to analyze while measuring Quality of Hire (QoH);
2. Have a scorecard to calculate your QoH.
Quality of Hire (QoH). I know for 99,9% sure that this metric is on top of every recruiter’s priority list. Yes, Time to Hire is important. And yes, Candidate Experience is important. But these metrics improve your hiring practices; QoH improves your company’s practices.
I don’t think I need to give you the definition of QoH. But while everyone knows the definition of QoH, the calculation of it still seems to be a black box for many companies. In this article I will focus on explaining how to calculate your company’s QoH and provide you with a scorecard to calculate your QoH.
Which metrics to analyze when measuring QoH
The way we calculate QoH has quite changed over the years. A year or two ago, recruitment metrics such as Time to Hire were important parts of your QoH.
Nowadays QoH is way more focused on company practice instead of hiring practice. These are the most important metrics when calculating you QoH:
1. Ramp-up Time: the amount of time it takes for an employee to get on full speed (i.e. full productivity);
2. Job Performance → how happy is the company with the new employee (measured by the manager/supervisor);
3. Employee Happiness → how happy is the new employee with the company (measured by the employee).
The last one is a tricky one, because when measuring a single person’s QoH you’re asking them answer questions that they might want to answer anonymously.
How to deal with that? Well, that’s just a matter of smart formulation. The three questions on the scorecard are questions that might give your employees the feeling that they’re evaluating their own performance while you’re actually measuring their happiness when performing their job.
Scorecard: How to calculate QoH
Through this link you can download our scorecard to calculate your QoH. Please note that this template is designed to measure the QoH of a single employee. When willing to measure your department’s QoH or company’s QoH, just take the average score of the concerned group.
How this scorecard works
This scorecard should be filled in after your employee’s first quarter, except from one question in the category job performance.
The scorecard is divided in three categories:
1. Ramp-Up Time (4 questions that the manager/supervisor answers);
2. Job Performance (4 questions that the manager/supervisor answers);
3. Employee Happiness (3 questions that the employee answers).
So that’s it. A simple, short scorecard to start measuring the QoH. And no, it’s not the most complete questionnaire you’ve ever seen, but it might be the perfect way to start with the basics without spending hours and hours on understanding a difficult questionnaire.
Do you have any feedback or tips? Just shout and we will hear you! ?