All too often, we talk about the quality of hire measured by a new employee\u2019s first performance review.\u00a0 We like to correlate this metric back to the source of hire, business units, recruiters, etc to identify who is doing the best job so we can replicate those results in other parts of the business.\u00a0 The problem is that nobody really knows how to measure quality of hire.<\/p>\n
By using the first performance review, we have automatically made this metric useless.\u00a0 The first performance review is well known to have a high positive bias.\u00a0 Based on business unit, geographic region or the individual manager, the degree of this bias will change.\u00a0 First performance rating is basically meaningless if the objective is to compare across the organization.\u00a0 The same goes for the first engagement score.\u00a0 New employees also have a high positive bias towards their new employer and variances exist on the same parameters as the first performance review.<\/p>\n
Instead, you want to use the 2-3 year performance and engagement scores.\u00a0 These provide you a more realistic view of what the employee capabilities and attitudes are with minimal recency bias.\u00a0 What this gives us though, is that you can\u2019t simply implement a new source of hire and evaluate the quality of hire from that source six months later.\u00a0 This is a long term metric.<\/p>\n","protected":false},"excerpt":{"rendered":"
All too often, we talk about the quality of hire measured by a new employee\u2019s first performance review.\u00a0 We like to correlate this metric back to the source of hire, business units, recruiters, etc to identify who is doing the…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,15,20],"tags":[],"class_list":["post-963","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-talent-acquisition","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/963","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=963"}],"version-history":[{"count":1,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/963\/revisions"}],"predecessor-version":[{"id":964,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/963\/revisions\/964"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=963"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=963"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=963"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}