quality of hire

0WE BECOME YOU™Content Property of Cielo, Inc.

QUALITY OF HIREEXPLORING THE MOST ELUSIVE METRIC

The definition of “Quality of Hire” varies from company to company

and role to role. But as Talent Acquisition leaders, we are routinely

called upon to define and measure this metric for our organizations.

Key Takeaways:

• Gain a better understanding of how to define, measure and

leverage Quality of Hire for improved business outcomes.

• Learn the six Quality of Hire levers you must measure and adjust to

ensure you are on the best path to quality for your organization.

1WE BECOME YOU™

INTRODUCTIONS

GREG SUMMERS

Senior Vice President

ANDREW MANNING

Senior Vice President

2WE BECOME YOU™

“DELIVERING QUALITY HIRES

CONSISTENTLY” IS THE MOST

IMPORTANT STRATEGIC

FUNCTION OF TALENT

ACQUISITION

3WE BECOME YOU™

HIRING THE BEST IS YOUR MOST IMPORTANT TASK.

– STEVE JOBS

4WE BECOME YOU™

• Introductions

• Definition of Quality of Hire

• Your place on the Quality Continuum

• Levers of Quality of Hire

AGENDA

5WE BECOME YOU™

“You can’t quantify it –

it’s a gut-feel thing.”

“We know it when

we see it.”

“There is only one way to be

successful at our company.”

6WE BECOME YOU™

Quality of Hire is a group of meaningful

measurements, unique to each company and

role, which define success in hiring and

retaining the right talent to fuel the business.

7WE BECOME YOU™

Quality of Hire is a group of MEANINGFUL

MEASUREMENTS, unique to each company

and role, which define success in hiring and

retaining the right talent to fuel the business.

8WE BECOME YOU™


measurements, UNIQUE TO EACH

COMPANY AND ROLE, which define

success in hiring and retaining the right talent

to fuel the business.

9WE BECOME YOU™



role, which DEFINE SUCCESS IN HIRING

AND RETAINING THE RIGHT TALENT to

fuel the business.

10WE BECOME YOU™



role, which define success in hiring and

retaining the right talent to FUEL THE

BUSINESS.

11WE BECOME YOU™

YOUR PLACE ON THE

QUALITY OF HIRE CONTINUUM

12WE BECOME YOU™


Quality of Hire is a group of meaningful measurements,

unique to each company and role, which define success

in hiring and retaining the right talent to fuel the business.

Hiring Manager

Satisfaction

Reduced Attrition

On the Job Competency

Personal Achievement

Business Outcomes

Most Many Some Few Rare

13WE BECOME YOU™


BENEFITS

• Highlights cases for

immediate concern

• Allows trends to be

identified over time

• Best done with a

keep-in-touch program

WEAKNESSES

• Subjective

• Easy to avoid or ignore

• Only identifies surface

concerns

Hiring Manager

Satisfaction

Reduced Attrition



Business Outcomes

Most Some Many Few Rare

14WE BECOME YOU™

Hiring Manager

Satisfaction

Reduced Attrition



Business Outcomes

Most Many Many Few Rare


BENEFITS WEAKNESSES

• Proven way to save money

• Clear and objective results

• Links with EVP programs

• Highlights other areas

requiring attention

• Not a problem for all

organizations

• Impact of factors outside of

Talent Acquisition

15WE BECOME YOU™

Hiring Manager

Satisfaction

Reduced Attrition



Business Outcomes

Most Some Some Few Rare


BENEFITS

• Rigorous, if done well

• Forces optimization of

recruitment processes

• Baseline for further

improvements

WEAKNESSES

• Relies on HR

processes beyond TA

• Timeliness – not immediate

• Assumes a sophisticated

and consistent recruitment

process

• Requires ongoing effort

16WE BECOME YOU™


BENEFITS

• Definitive, if done well

• Allows trends to emerge

• Enables High Performer

identification

• Excellent for refining

candidate attraction

WEAKNESSES

• Requires HR involvement

over a long period of time

• Requires consistent

objectives

• Roles too fluid for

measurement

Hiring Manager

Satisfaction

Reduced Attrition



Business Outcomes


17WE BECOME YOU™


BENEFITS

• Measures the ultimate

value of recruitment

• Aligned to specific

business goals

• Resonates with C-suite

and investors

WEAKNESSES

• Must be function-specific

• Requires a mature

recruitment model

• Not a perfect science

Hiring Manager

Satisfaction

Reduced Attrition



Business Outcomes


18WE BECOME YOU™

QUALITY OF HIRE LEVERS

19WE BECOME YOU™

of global Talent Acquisition leaders say

TALENT BRAND has a

SIGNIFICANT IMPACT

on their ability to hire great talent.

LEVERS OF QUALITY OF HIRE

EMPLOYEE VALUE PROPOSITION

Source: LinkedIn’s 4th Annual Global Recruiting Trends Survey

20WE BECOME YOU™

COST OF REPLACING AN EMPLOYEE

• Entry-level 30-50% of annual salary

• Mid-level 150% of annual salary

• High-level/highly specialized 400% of annual salary


WORKFORCE PLANNING/RETENTION

Source: ERE Media

21WE BECOME YOU™

of recruiters feel that hiring managers

DO NOT UNDERSTAND RECRUITING.

of hiring managers feel that recruiters

DO NOT UNDERSTAND THE JOBS

THEY ARE FILLING.


HIRING MANAGER EXPERIENCE

Source: Corporate Executive Board Recruiting Roundtable

22WE BECOME YOU™

of HR Professionals believe

A NEW HIRE’S DECISION TO STAY

with a company long-term

is made within the

FIRST SIX MONTHS OF EMPLOYMENT


EMPLOYEE ORIENTATION/ONBOARDING

Source: Aberdeen Group

23WE BECOME YOU™

workers in the United States will retire

in the next decade

and be replaced by a

talent pool of just

45 million.


TALENT MANAGEMENT

23Source: ADP Effective Talent Management Survey

MILLION

24WE BECOME YOU™

Doubling Spending Per Hire

results in

40% less new hire attrition

and

20% faster time to fill


COST PER HIRE

Source: Bersin by Deloitte

25WE BECOME YOU™

CIELO'S GUIDE TO QUALITY OF HIRE

Key Takeaways:

• Methods to define,

measure and leverage

Quality of Hire for

improved business

outcomes

• How to use quantitative

metrics to objectively

define quality for key

roles

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quality of hire

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