高素质人才争夺战愈演愈烈，技术正在帮助招聘人员寻找和确保最优秀的人才。但是，我们如何首先确定招聘的价值或质量？

同样，技术可以提供帮助。与业务的所有要素一样，每个决策现在都应该或即将使用数据和技术进行衡量和量化。人力资源和人才历来难以衡量，而且试图量化几乎是禁忌。然而，随着新技术的出现以及所有企业面临的竞争压力越来越大，衡量招聘的价值和质量现在比以往任何时候都更容易实现，也更势在必行。

理想的“招聘质量”指标将表明新员工在短期和长期内为组织带来的价值。该指标有助于确定招聘策略和资源分配，并随着时间的推移最终导致高绩效和合理分配的劳动力。在组织层面，创建招聘质量指标将使业务领导者能够了解招聘流程的有效性，并向利益相关者证明其战略价值。

在组织层面，创建招聘质量指标将使企业领导者能够了解招聘流程的有效性，并向利益相关者证明其战略价值。”

那么我们如何实际衡量招聘的质量呢？这个指标起初似乎几乎无法量化且难以衡量——它需要包括广泛的变量，从招聘速度和效率等短期因素到绩效、文化契合度和实现业务目标等长期变量——以及所有这些因素都可能非常主观且难以量化。

与这些模糊的衡量标准一样，没有适用于所有组织的单一或神奇指标。每个组织的衡量标准都不同，例如，一个行业的速度和效率在另一个行业中可能被认为是非常长的，反之亦然。

Google Hire (2020) 向组织推荐此公式以帮助衡量招聘质量：

使用在您给定的组织或行业中最重要的指标范围，将指标设置为 0-100 的范围，然后使用上述公式进行计算可以帮助您衡量招聘质量。它永远不会是一个包罗万象、无所不知的指标，但它绝对可以在识别趋势和差距方面引导您朝着正确的方向前进。组织可以使用的一些指标示例包括：绩效评估分数、员工保留率、员工满意度和传统绩效评估。

计算招聘指标的质量并确定组织的相关指标可能是一项正在进行的工作，会定期调整或更新。这可能需要时间并且是一个持续的项目，但我们相信它可以在许多方面为您的业务提供重要价值：

成本——优秀的员工可以在短期和长期为您节省资金。对培训的需求较少，他们可以立即开始工作，并且由于他们更适合该角色，因此他们可能会在组织中呆更长的时间。由于初始培训成本与组织内新员工的学习曲线挂钩，因此保留成本低于雇用成本。员工对组织的适应性可以提高员工的满意度和在组织中长期留在组织的愿望。

文化——一个好的员工可以通过对某个角色的积极热情来帮助改善公司的文化，这反过来又可以为工作场所提振士气。另一方面，通过将不满情绪传播给其他员工并增加冲突，糟糕的招聘会对工作场所产生更显着的负面影响。

更明智的决策——通过对各种指标的分析，它可以更深入地了解您组织的招聘策略。如果没有显示趋势的证据和数据，就很难改进您的招聘决策。从长远来看，明智的招聘决策可以防止人力和财务资源的浪费，因为公司能够在这个竞争激烈的市场中简化和应用有针对性的战略招聘策略，以实现正确的招聘。

衡量招聘技术的有效性——很难量化使用招聘技术的好处。然而，通过收集到的“招聘质量”数据，组织可以确定因实施新技术而产生的招聘和保留趋势，并向内部利益相关者证明优化的人力资源技术的价值，从而增强信心并确保未来的支持。

洞察候选人体验——在这个竞争激烈的招聘市场中，令人印象深刻的候选人体验可以确保您获得顶尖人才。衡量招聘质量可以突出候选人体验中的差距，并展示积极的候选人体验，其中招聘质量从一开始就很高。

从这些好处可以看出，使用招聘前后的指标来确定招聘的整体质量非常重要。可以使用聘用前的沟通或评估以及聘用后的绩效和审查，以全面了解新候选人。

秒查（软件即服务）应用程序、机器学习和人工智能技术的可用性使招聘人员和人力资源部门能够更好地评估招聘质量。

随着招聘市场的不断发展，人们必须有意识地积极主动地研究和了解您在招聘质量方面的选择。

我们，观火背调，随时为您提供帮助。立即与我们联系，了解有关在您的组织中实施招聘质量指标的更多信息。

Again, technology can help. As with all elements of a business, every decision should now be or will soon be measurable and quantifiable using data and technology. Human resourcing and talent has historically been difficult to measure, and almost taboo to try to quantify. However, with the new technology available and the increasing competitive pressures on all businesses, measuring the value and quality of hire has now become more achievable and imperative than ever.

An ideal “quality of hire” metric would indicate how much value a new employee brings to the organisation in the short-term and long-term. This metric helps to determine hiring strategies and resourcing allocation, and eventually lead to a high-performing and well-allocated workforce over time. At an organisation-level, creating a quality of hire metric will enable the business leaders to understand the effectiveness of your recruiting process and prove its strategic value to stakeholders.

At an organisation-level, creating a quality of hire metric will enable the business leaders to understand the effectiveness of your recruiting process and prove its strategic value to stakeholders.”

So how do we actually measure the quality of hire? This metric seems almost unquantifiable and immense to measure at first – it needs to include a wide range of variables, from the short-term elements like speed and efficiency of hiring to long-term variables like performance, culture fit and meeting business goals – and all of these elements can be both extremely subjective and hard to quantify.

As always with these nebulous measurements, there’s no single or magic metric for all organisations. Each organisation’s measure will be different, for example, speed and efficiency in one industry might be considered incredibly long in another industry and vice versa.

Google Hire (2020) recommends this formula to organizations to help measure quality of hire:

Using the range of indicators that are most important in your given organisation or industry, setting the indicators to a scale of 0-100 and then calculating using the formula above goes some way to help you measure the quality of the hire. It will never be an all-inclusive and all-knowing metric but it can definitely lead you in the right direction in terms of identifying trends and gaps. Some examples of the indicators that could be used by organisations are: performance appraisal scores, employee retention, employee satisfaction, and traditional performance reviews.

Calculating the quality of hire metric, and determining the relevant indicators for your organisation can be a work-in-progress which is regularly tweaked or updated. This may take time and be a continuous project but we believe it can provide significant value to your business in many ways:

Cost – good hires save you money both in the short and long-term. There is lesser need for training, they can hit the ground running and as they are more suited for the role, they are likely to stay in the organisation for a longer-term. The cost of retention is lower than the cost of hire, due to the initial training costs pegged to a new employee’s learning curve within the organisation. The suitability of the employee for the organisation can drive employee satisfaction and the desire to stay with the organisation for a longer term.

Culture – a good hire can help to improve your company’s culture through positive enthusiasm for a role, which in turn serve as a morale booster for the workplace. Bad hires, on the other hand, can have an even more significant negative effect on a workplace by spreading discontent to other employees and increasing conflict.

More informed decision-making – Through the analysis of the various indicators, it provides a deeper insight into your organisation’s hiring strategy. It would be difficult to improve your hiring decisions without having the evidence and data to show the trends. Informed hiring decisions, prevent a waste of human and financial resources in the long term as companies are able to streamline and apply targeted and strategic hiring strategies for the right hire in this competitive market.

Measure the effectiveness of your recruitment technology – It can be hard to quantify the benefits of using recruitment technology. However, through “quality of hire” data collected, organizations can identify hiring and retention trends resulting from the implementation of new technology and prove the value of well optimized human resource technology to internal stakeholders, driving confidence and ensuring future buy-in.

Insights into the candidate experience – in this competitive hiring market, an impressive candidate experience can ensure you are securing the top talent. Measuring the quality of hire can highlight gaps in the candidate experience and also demonstrate a positive candidate experience where the quality of hire is high from commencement.

As can be seen from these benefits, it is important to use metrics from before and after the hire to determine the overall quality of hire. Pre-employment communication or assessments can be used as well as post-hire performance and reviews to give a holistic view of a new candidate.

The availability of SaaS ( Software as a Service) applications, machine learning and AI technology, allows recruiters and HR departments to be better equipped in the assessment of quality of hire.

As the hiring market continues to speed up, one must be conscious and proactive in researching and understanding your options when it comes to the quality of hire.

We, GOOHO RISQ, are here to help. Get in touch with us today, to learn more about implementing quality of hire metrics at your organisation.