Dive Brief:

• If quality of hire is the "holy grail" of measuring recruitment success, then why aren't more companies putting tools in place to accurately evaluate this for every new hire? That's the question addressed by John Gates in a post for ERE Media. Gates cites a CEB survey that says 20% of new hires are regretful, and says the problem is that very few recruiters actually have a method for measuring the actual quality of each hire. 
• Getting a more accurate metric on the qualify of hire comes down to a few factors: defining what quality means to the company, using either customer satisfaction or performance to determine how well the new hire is doing. 
• Gates advises that one of the better ways to measure quality of hire is to evaluate "success patterns." In this approach, data on high-performance employees is gathered and measured over time, creating a success pattern which is then used as a basis to measure all new hires for a given position.

Dive Insight:

There are some interesting points to learn from this topic. First, recruiters must be careful to measure their own successes by evaluating the quality of new hires on a continual basis. By creating success patterns for every job type, candidates can be measured on specific traits and performance that they demonstrate on the job.

This can adapted to ongoing performance metrics used by management to further support top performers. So too, recruiters can focus on deeper reference checks to avoid buyer's remorse. It's food for thought indeed that all of this must take place at the recruitment end of things first, especially now that research indicates employers and recruiters aren't spending enough time vetting job candidates.