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Quality of Hire

Hiring Success Glossary

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What is quality of hire?

招聘质量是招聘过程的有效性的一个量化的措施,以雇用有生产力的员工. 一个有效的招聘过程——将合适的人才与合适的职位相匹配——可以对公司的整体表现产生巨大的影响. 给新员工匹配错误的工作,他们的绩效评分就会下降, thus reflecting poorly on the hiring process, not to mention what that does furthering organizational objectives. On the flip side, an employee that is engaged, performs well, 并且留在公司意味着有效的招聘过程. Either way, 了解你的招聘过程的有效性是很重要的,这样你就可以修正那些糟糕的,并促进那些良好的.

Quality of hire definition

According to experts in the field, 一个有效的衡量雇佣质量的方法需要计算雇佣前和雇佣后的质量. Pre-hire quality may include new-hire attrition, time-to-hire, and candidate assessment scores, 而招聘后则会看员工跟上进度所花的时间, performance and/or productivity measurements, and peer rankings.

How to calculate quality of hire

对于大多数公司来说,计算招聘质量说起来容易做起来难. They struggle to define quality of hire, let alone to measure it. This is, in part, 因为不同的组织对成功招聘的标准有不同的看法. 一些常用的衡量雇佣质量的指标包括员工敬业度, job performance, turnover rates, and feedback from colleagues. 虽然这些因素都影响了雇佣评分的质量, they are not quality-of-hire metrics on their own. Unfortunately, 任何人才招聘流程的改进都受到年终绩效评估和缺乏快速衡量新员工质量的行业标准的阻碍. Plus, 这并没有考虑到那些业绩评估良好的员工, but who personally believe they are a poor fit for the job. 毕竟,当你喜欢你所做的事情时,你的工作效率不是更高吗?

Better methods to calculate quality of hire

There is a better, simpler way. The Net Hiring Score SmartRecruiters (NHS)计算新员工和工作之间的契合度. Done as often as you like, the NHS is calculated by:
  • 让招聘经理通过问以下问题来给新员工的上岗时间打分:0-10分, how much of a fit is this new hire for the job?
  • 让新员工在热身时间过后完成以下问题:在0-10的范围内, how much of a fit is this new job for you?
  • 然后收集结果,根据回答9-10的人(非常适合)的百分比,减去回答0-6的人(不适合)的百分比。. Then multiply this result by 100 to determine your NHS.

Quality of hire example

低技能劳动者的上岗时间为15天,知识型劳动者的上岗时间为90天. 没有必要等到年终绩效评估的时候才去了解一个人是否适合你的组织. NHS的范围从-100到+100,反映了整体招聘的成功. A higher score shows a better result. 接触到这些关键数据将有助于未来做出更好、更明智的招聘决策. For example, an NHS of -30, 大多数经理和新员工对这份工作的评分是0-6分, 可能会促使你的公司增加招聘广告渠道的投资. 这将扩大候选人的范围,并在选择较强的候选人方面提供更大的灵活性. In addition, 对求职者进行更深入的筛选和评估,可以让招聘经理更深入地了解哪些求职者最适合哪份工作. This could be done using job-specific scorecards and skills assessments. To improve the new hire experience, 对于那些求职者很多的职位,公司可能会选择减少广告预算. This would allow for a channeling of funds into better branding or an improved career site, 这两种方法都可以提高新员工在回答“这份新工作有多适合你”这个问题时的得分." And by combining all of these tactics, 候选人的素质和员工的满意度将会提高,从而提高NHS水平,并对您的组织产生积极影响. But what does this mean for your organization on the financial side? 根据麦肯锡全球分析公司(McKinsey Global Analytics)的数据,高效员工的工作效率比普通员工高出400%. By reducing the number of poor fits, you increase the number of moderate or strong fits, increasing productivity, which translates to increased financial gains. With that knowledge, 在招聘过程的前期投资(比如更好的广告和增加筛选)在财务上是明智的,这一点很容易理解.
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