4 Steps to Build a Quality of Hire Strategy
Hiring with a focus on quality can lead to increased retention, profits and employee satisfaction. Here are the best practices for building an efficient quality of hire strategy.
Define quality of hire for your company.
According to Aptitude Research, only 26 percent of organizations have a formal methodology for defining quality of hire. What does a successful quality hire look like for your company? Consider:
- How long a new hire stays with the company
- How well the hire gets along with coworkers
- The productivity of the new hire
- Promotions, bonuses or raises the new hire receives
Define quality of hire for the role.
Consider the following factors with your hiring manager to build a quality hire definition for the specific role:
- Is there a skill or trait that the current team is missing?
- What kind of personality does that team have, and how will the new hire fit in?
- What is the manager’s leadership style like? How will the new hire mesh with that style?
Ask questions that uncover quality of hire.
Ask questions that are based on what you’ve defined as a high-quality hire:
- Tell me about a time you didn’t get along with a coworker. What did you do?
- Tell me about a time you didn’t know a skill you needed for a project. What did you do?
- Try something quirky like “Do something with this paper clip” to get your candidate out of their shell and test their ability to think on their feet.
Integrate objectivity and consistency.
Objective information is key to keeping hiring decisions unbiased:
- Keep a standard set of questions for each candidate
- Use an applicant tracking system for a streamlined and repeatable process
- Use pre-hire assessments to get a quantifiable score for the quality of your candidates
- Send out consistent communications to all candidates
- Conduct background checks with a qualified screening company
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