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HR think-tank identifies how to measure quality of hire

HR think-tank identifies how to measure quality of hire
 
How do you know whether youre making the right recruitment decisions? According to a leading HR think-tank the wide range of factors involved, such as corporate environment and line manager abilities, makes this difficult for HR professionals, but not impossible. And theyve come up with a 7 point model to make this a reality.
 
 According to the Ochre House Network think-tank, which is made up of over 650 major employers including GE, Kimberley-Clark, Lilly, Microsoft and United Biscuits, possible measures of quality of hire are:
 
1)    The ratio of candidates selected for interview by line management to the number submitted by the sourcing team2) The number or percentage of exits per annum on a year by year basis3) The allocation of bonuses at the end of a recruits first year4) Comparison of capabilities at interview, on hiring, after three months and after one year5) Asking line managers whether they would re-hire a recruit after three months and after a year6) Sustained high performance over a three year period its unrealistic to expect high performance within the first six to nine months7) Monitor whether a recruit is tagged high potential within an agreed time period
 
Measuring quality of hire is obviously essential to make sure that organisations are building the right talent resources and getting best return on investment, says Ochre House director and think-tank leader, Helena Parry. However its important that the recruitment process doesnt get bogged down in too much administration. And its also vital that organisations dont become obsessed with making the perfect hire. What counts is that they get the best possible person available at the right time and in the right place.

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