New Hire Quality
Staffing Institute Staff
Ten years ago, less than 2% of the companies in the U.S. were making any attempt to measure new hire quality. By 2002, that number had edged up towards 10%. Now it is less than 20% which is still a very small and inexcusable proportion for such a critical measure. It appears that while everyone agrees that new hire quality is important, many in HR continue to question whether it can be measured. We would argue that those who say new hire quality cannot be measured are unequivocally wrong. New hire quality can absolutely be measured. The measure should be pre-recruiting standards measured at a predetermined point in time.
Here are three examples:
| Position |
Production, Efficiency & Time |
Satisfaction |
Quality |
Time to Measure |
| File Clerk |
100 files per hour |
Gets along with co-workers |
98% accuracy |
Four to six weeks |
| Claims adjuster |
90% of claims closed within 45 days |
Associate/ Customer feedback |
Review rating of 96%+ |
Three months |
| Vice President Global Sales |
Gross Revenues and Net Revenues |
Customer Feedback |
Retention |
One year |