Quality of hire is not a new challenge for companies. It is something that has challenged talent acquisition leaders for the past two decades. Companies do not have a standard for identifying and measuring quality of hire and yet, 68% of companies state that it continues to be the greatest obstacle to talent acquisition (Aptitude Research). What has changed is that the responsibility has shifted from hiring managers to HR and talent acquisition leaders. Over 80% of organizations believe that quality of hire is a recruitment metric rather than a hiring manager metric. As a result, talent acquisition leaders are being held accountable for what happens beyond when a candidate accepts an offer.
Companies that improve quality of hire were:
So, what are some of the biggest challenges with improving quality of hire?
What can Recruiting Enablement help?
Recruiting Enablement, as a practice, provides a standard for companies to define, measure, and track quality of hire. It automates workflows to lift the administrative burden placed on talent acquisition, allowing recruiters to focus on more strategic endeavors. Recruiting Enablement technology also uses AI and machine learning to rank candidates on better decision criteria such as soft skills, potential, and the likelihood of offer acceptance. It helps companies:
Organizations need data to help define and measure quality of hire. Recruiting Enablement provides consistency and helps companies create the standard for improving this critical metric.
About the author: For the past 12 years, Aptitude Research founder Madeline Laurano’s primary focus has been talent acquisition. Her work helps companies both validate and reevaluate their strategies and understand the role technology can play in driving business outcomes. Madeline has held research roles at Aberdeen, Bersin by Deloitte, ERE Media, and Brandon Hall Group. She is a frequent presenter at industry conferences.