Who has the biggest impact on quality of hire?

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Luke Shipley
January 27, 2023
Updated on:

Most people think Talent has a bigger impact on the quality of hire than hiring managers. But, as it turns out, the reality is more complex. In this blog post, we'll take a closer look at the factors that contribute to the quality of hire and explore the role  both Talent and hiring managers play in this process. From understanding the importance of job fit to the impact of a strong hiring process, we'll delve into the key elements impacting the success of a new hire.

Linkedin poll: Dec 2022

Recruiters and hiring managers oftentimes each feel they have the biggest hand in influencing the quality of a hire. This disconnect can be discouraging, especially to those who have devoted many years to being a tech recruiter. Despite the time and effort spent on scouring across the market to find top talent, recruiters may not have as big of an impact on the quality of hire as they believe.

  • 100% of people who chose Talent has ‘Very little impact’ were hiring managers.
  • 73% of people who chose Talent has ‘More impact than hiring managers’ were Talent people.

Taking pride in their work, tech recruiters strive to do their best when selecting candidates for a role. They review resumes, conduct detailed reference checks, and research potential applicants before settling on someone they feel is a good fit. In addition to this, many will reach out to people in their industry network or enlist help from colleagues with more experience in order to ensure the most qualified person is chosen for an available position.

However, no matter how hard one tries or how thorough their process is for choosing potential hires; ultimately it may be up to the hiring manager to make the final call as to whether or not that individual is considered a high-quality hire. It's important for both parties involved - recruiters and hiring managers - to understand each other's roles when it comes to making sure only the most suitable individuals are selected for available jobs.

Without everyone working together towards this goal, there's no guarantee companies will secure top talent for positions within their organisation.

Hung Lee: Sept 2022

A shift in focus : from time to fill to quality of hire

The Tribepad state of Recruitment report of 2022, shared by Hung Lee, revealed quality of hire had overtaken time to fill and cost per hire as the most important metric. In addition to this, retention rate was identified as a top priority. This shift in focus from filling jobs as quickly and cheaply as possible to focusing on quality of hire marks an important transition in the way recruitment is seen across businesses.

Employers are increasingly becoming cognisant of the need to invest more heavily in finding high-quality candidates. Rather than prioritising rapidity and financial efficiency, employers are now looking for hires to stay in their roles for longer periods and be more impactful within their organisations.

Recruiters are responding to this change by beginning to measure success in terms of the quality of hires they make rather than simply the number of positions they manage to fill or how quickly they can close vacancies.

Hiring managers have shown satisfaction with such tactics, with evidence suggesting  those recruited under such conditions have often gone on to remain in their roles long-term or even receive promotions within their organisations.

Data analysis has further demonstrated that investing more resources into ensuring higher quality of hires results in far better outcomes for both employers and recruits alike. When done right, effective recruitment strategies have been found to improve staff retention rates significantly while helping reduce costs associated with hiring new employees over time.‍

Tribepad's state of Recruitment: 2022

In recent years, the power shift has seen Talent move from being viewed as a cost centre to an increasingly strategic function. This transition was first highlighted by Linkedin's 2016 study which found  Quality of Hire had become one of the most valuable performance metrics across organisations. Despite the clear intention to track this metric, evidence suggests it has been difficult to measure effectively in some cases.

The key challenge within this space is understanding what factors contribute to quality of hire and how these can be monitored and tracked more closely. Tracking quality of hire requires a multi-faceted approach taking into account attitudes towards cultural fit and job satisfaction, employee retention rates, performance reviews and feedback from internal stakeholders as well as external sources such as customers or suppliers.

By gathering hard data from all these areas, businesses can identify trends and understand ultimately how successful their hiring strategies have been in achieving desired outcomes.

Additionally, improvements in technology have enabled the collection of more detailed data on the impact of Talent initiatives. Using software solutions such as AI powered candidate tracking systems combined with other methods for gauging success allows for greater accuracy in measuring quality of hire.

This enables businesses to gain deeper insight into their recruitment processes as well as make informed decisions about future hires based on existing data sets and information collected over time. Ultimately, this helps them stay ahead when it comes to finding talented candidates who will best fit their organisational culture and help drive business growth and expansion objectives.‍

Linkedin: most valuable metrics

‍How can talent increase their impact on the quality of hire?

The slow rise to fame for quality of hire is partly down to it being difficult to measure. Most of the content on quality of hire is about how to measure it. Here’s some of the best guides from Workable and Beamery. It’s also down to being a lagging indicator, however you measure it, you have to allow some time to indicate quality.

Talent professionals who are making a significant impact on the quality of hiring understand the functions and roles they are seeking to fill much more deeply. Additionally, they have a comprehensive understanding of the unique traits each hiring manager values in potential hires.

Recruiters thoroughly comprehend the culture and values of their respective organisations, enabling them to identify candidates who will be most successful in those environments.

Talent professionals are adept at developing meaningful sourcing strategies which help them identify the best candidate for each position. They possess strong interviewing skills which allow them to probe beyond surface-level responses to uncover whether a candidate possesses the desired qualifications for success.

Furthermore, these recruiters strive to build long-term relationships with candidates, utilising detailed assessment techniques like job simulations and behavioural interviews. This helps them determine if an applicant is capable of performing well in their current role as well as having potential for growth down the line.

Talent professionals are committed to providing feedback throughout the recruitment process - both constructive criticism when necessary and positive reinforcement when appropriate. This helps create a supportive environment where applicants feel encouraged instead of discouraged throughout their journey with your organisation.

In addition, these recruiters take pride in staying up-to-date on industry trends, new technologies and best practices related to talent acquisition so they can bring innovative solutions to their work.

Talent people who have a greater impact on the quality of hiring often implement the following.

  • Proactively build talent pools.
  • Expand channels in which you advertise.
  • Build an active employer brand.
  • Find the mediums (video adverts) and forums to advertise.
  • Deliver job spec and compensation consultation.
  • Keep iterating on your job adverts and monitor performance.
  • Deliver insights on the company's target candidate's motivations.

Assessment process:
  • Study the craft of interviewing.
  • Provide a high bar for role-specific screening.
  • Consult on effective interview processes.
  • Consult on effective role-specific tasks.
  • Deliver hiring manager interview training.
  • Offering interview feedback to managers is high impact.
  • Be part of the culture, values and traits assessment in the interview process.

Final Thoughts

There's a disconnect between how hiring managers see the value of Talent and how Talent see’s themselves.

In order to demonstrate the worth of Talent, it is necessary that their efforts result in tangible improvements. Achieving high standards in quality of hire will be critical to accomplish this goal. This can be done through taking various proactive measures, such as thoroughly investigating potential candidates before hiring them or creating more robust onboarding processes to ensure new hires are quickly integrated into the team. Additionally, collecting data on the performance and satisfaction level of existing employees could give insight into where changes need to be made in order for hires to perform at their highest capacity.

By taking these steps and understanding more about quality of hire, Talent will prove themselves as invaluable assets to organisations – ultimately allowing them a place at the table when important decisions are being made.

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