Hi all,
I have below 2-3 parameters to measure the quality of hire:
1. Consistency in the last organization - at least 2 years.
2. Average consistency throughout the career - at least 2 years.
3. Add up the score given by the Hiring Manager in the assessment sheet.
4. Performance ratings for the employee after completing 1 year.
5. ..................?
6. ..................?
What other parameters can be used to measure the quality of hire? Let's suggest and debate.
Regards,
Naresh
From India, Hyderabad
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I have below 2-3 parameters to measure the quality of hire:
1. Consistency in the last organization - at least 2 years.
2. Average consistency throughout the career - at least 2 years.
3. Add up the score given by the Hiring Manager in the assessment sheet.
4. Performance ratings for the employee after completing 1 year.
5. ..................?
6. ..................?
What other parameters can be used to measure the quality of hire? Let's suggest and debate.
Regards,
Naresh
From India, Hyderabad
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Dear Naresh,
If you wish to measure the quality of your hiring process, then one needs to consider post-hire parameters and not pre-hire parameters. You have given parameters for the selection of the candidate. Nevertheless, you have given heavy emphasis to the length of the preceding tenures. What if the personal value of the candidate did not match with the company's values? From your standpoint, he/she should have continued. Those who are unable to continue are unworthy candidates? What if the boss starts making sexual overtures to the junior colleague? His overtures do not merit a complaint under the provisions of PoSH. Should such a woman candidate continue for the sake of getting employment in the future? What kind of these parameters are?
While hiring a candidate, three things matter most. The first one is the past performance. The second one is whether the candidate has the potential to grow, and the third one is whether the candidate has good interpersonal skills, whether he/she is a team player, etc. If you fix "length of the tenure of the candidate in the past companies" as the selection criteria, then possibly you may lose out on getting a good candidate. In that case, your company will incur the "cost of lost opportunity." Who will be responsible for this cost?
Whether hired candidates met expectations or not, that one comes to know after six months or one year. Therefore, the following parameters need to be considered:
a) The number of candidates had to be removed within one year due to poor performance against the total number of candidates hired. This measure may not be applicable if the recruitments are fewer than 15.
b) The number of candidates who scored 70% or more against the total number of candidates hired.
c) Interpersonal skills (behavior) of the candidate observed during the first year of employment. To measure this parameter, you need to circulate a questionnaire to at least five colleagues or seniors.
Thanks,
Dinesh Divekar
From India, Bangalore
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8223If you wish to measure the quality of your hiring process, then one needs to consider post-hire parameters and not pre-hire parameters. You have given parameters for the selection of the candidate. Nevertheless, you have given heavy emphasis to the length of the preceding tenures. What if the personal value of the candidate did not match with the company's values? From your standpoint, he/she should have continued. Those who are unable to continue are unworthy candidates? What if the boss starts making sexual overtures to the junior colleague? His overtures do not merit a complaint under the provisions of PoSH. Should such a woman candidate continue for the sake of getting employment in the future? What kind of these parameters are?
While hiring a candidate, three things matter most. The first one is the past performance. The second one is whether the candidate has the potential to grow, and the third one is whether the candidate has good interpersonal skills, whether he/she is a team player, etc. If you fix "length of the tenure of the candidate in the past companies" as the selection criteria, then possibly you may lose out on getting a good candidate. In that case, your company will incur the "cost of lost opportunity." Who will be responsible for this cost?
Whether hired candidates met expectations or not, that one comes to know after six months or one year. Therefore, the following parameters need to be considered:
a) The number of candidates had to be removed within one year due to poor performance against the total number of candidates hired. This measure may not be applicable if the recruitments are fewer than 15.
b) The number of candidates who scored 70% or more against the total number of candidates hired.
c) Interpersonal skills (behavior) of the candidate observed during the first year of employment. To measure this parameter, you need to circulate a questionnaire to at least five colleagues or seniors.
Thanks,
Dinesh Divekar
From India, Bangalore
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