6 tips to improve your quality of hire
Recruit and retain a quality candidate for any role.
The value that your best employees bring can be measured by their positive contribution to your employer brand and more. This is a KPI known as quality of hire — and for recruiters, it’s vital.
To maximize quality of hire is to bring in people who will make the biggest difference for your company. We’ve compiled a list of powerful tips and tactics to help you succeed.
Create a clear and thorough job description.
An eye-catching and informative job description provides an opportunity to craft an enticing narrative about the role. Be sure to give an accurate rundown of the skills and responsibilities required to excel, so that high-quality candidates can easily see whether they’re qualified, what they’ll be doing, and why the job is worthwhile — and be inspired to apply.
Craft an enticing narrative about the role.
Solidify a robust career page for your company.
A quality candidate tends to perform extensive research on the companies they want to work for. By keeping your career page live and up to date, you give candidates insight into your company’s mission, core values, work culture, and more. With platforms like LinkedIn Career Pages, you can ensure that a candidate’s first impression of your company is both compelling and memorable.
Keep your career page up to date.
Develop a promising employee referral program.
Knowing what the job calls for, your current employees are the most valuable asset for your company and can be an effective resource for finding top-tier candidates among people in their network. Having an employee referral program that’s easy to take part in, highly responsive, and heavily promoted can empower employees to be talent spotters. When used alongside a talent solution like LinkedIn Recruiter, a meaningful employee referral program can significantly reduce time-to-hire.
Host a job trial to assess skills. and achieve a high quality of hire.
Job trials are great ways to learn how a candidate would perform in an actual job situation. Depending on the role and company, a job trial can look different for everyone. It could call for a candidate to:
• Do a writing test
• Solve a problem
• Critique a product
• Deliver a presentation
Whatever you decide, a trial allows candidates to demonstrate performance — while you assess their skills and discover learning gaps.
Learn how a candidate would perform in an actual job situation.
Optimize your onboarding process.
Thoughtful onboarding processes are necessary to start your new hires off on the right foot — supporting healthy engagement, retention, and job satisfaction. Think of onboarding as a way to extend the candidate experience into employment, reinforcing your employer brand and giving hires what they need to know. You can always continue to improve the onboarding process, especially as you get feedback.
Analyze pre-hire and post-hire data to measure quality of hire.
Measuring quality of hire is essential for improving your overall talent acquisition process. Consider what pre- and post-hire data to gather in the first few months. Although learning curves vary for each role, your data points might include cost of hire, employee surveys to measure employee satisfaction and your onboarding program’s effectiveness, or assessment scores to determine if new hires are meeting performance expectations.
Consider what data to gather in the first few months.