Unlocking success: how to improve quality of hire and boost growth



Read time
12 mins


Achieving a high standard of ‘quality of hire’ is crucial to overall organisation success, because the people you choose to bring into your company have a direct impact on your overall productivity, employee morale, and bottom line. A high-quality hire not only brings relevant skills and experience to their new role, but also meshes well with – and adds to – your culture, values, and long-term goals. On the other hand, a poor-quality hire can lead to potential negative effects on team dynamics and company culture.

However, achieving a consistently high quality of hire is no easy feat. It demands a comprehensive and strategic approach that goes beyond traditional recruitment and eRecruitment methods. In this article, we delve into the multifaceted realm of quality of hire – examining its nuances, exploring methods of measurement, and uncovering strategies for elevating it to new heights. From understanding the fundamental components of a successful hire to embracing cutting-edge recruitment practices, we navigate through the intricate process of building a high-impact workforce that transcends mere job descriptions and technical qualifications.

What does quality of hire mean?

Firstly, what is quality of hire? The term ‘quality of hire’ refers to the overall effectiveness and success of an individual hired by an organisation to fill a specific job position. It is a metric used to assess how well a new employee performs in their role, their contribution to the organisation’s objectives, and their potential for long-term success and growth within the organisation.

Measuring the quality of hire involves evaluating various factors, including:

  • Job performance: assessing how well the new employee is performing in their assigned responsibilities and tasks. This could be measured through objective performance metrics, feedback from supervisors and colleagues, or achievement of predefined goals and targets
  • Cultural fit: evaluating how well the new employee aligns with (and adds to) the company’s values, mission, and overall culture. A good cultural fit ensures that the employee can integrate well into the team and work cohesively with colleagues
  • Retention: analysing the employee’s potential to stay with the organisation for an extended period. High-quality hires are more likely to stay with the company, reducing turnover and associated hiring costs
  • Adaptability and growth potential: assessing the new hire’s ability to adapt to changes, learn and grow within the organisation. Employees with high growth potential can become valuable assets for the company’s future
  • Impact on team and company performance: evaluating how the new employee’s presence and contributions positively influence the team’s dynamics and the overall success of the organisation
  • Skills and competencies: verifying that the employee possesses the required skills and competencies to perform their job effectively

How do you measure quality of hire?

Measuring the success of the hiring process is a crucial aspect of talent acquisition that directly influences the overall quality of hire within an organisation. By tracking key metrics such as time-to-fill, cost-per-hire, and employee retention rates, you’ll gain valuable insights into the effectiveness and efficiency of your recruitment efforts. These metrics provide a comprehensive understanding of how well your organisation attracts, selects, and retains top talent, enabling data-driven decision-making and the ability to identify areas for improvement.

1. Time-to-fill

This is a critical metric that measures the duration it takes to fill a vacant position. A lengthy time-to-fill can lead to productivity losses and increased workload for existing employees. Conversely, a streamlined and efficient hiring process ensures vacant positions are filled promptly, minimising disruptions and maintaining team productivity. Shortening the time-to-fill allows businesses to secure top talent before competitors do, ensuring they have access to the best candidates in the talent pool.

2. Cost-per-hire

Cost-per-hire is another significant metric that measures the total cost incurred during the recruitment process. This metric encompasses advertising expenses, recruiter fees, and other recruitment-related costs. Lowering the cost-per-hire is not only financially beneficial but also indicates that the organisation is making effective use of its resources. By identifying cost-saving opportunities, companies can allocate resources more strategically, investing in initiatives that enhance the quality of hire and overall organisational performance.

3. Employee retention rates

Employee retention rates are a powerful indicator of the hiring process’s long-term success. A high retention rate signifies that the organisation is attracting and retaining top talent effectively. When new hires are well-matched to their roles and the company culture, they are more likely to stay engaged and committed to their positions. On the other hand, a high employee turnover rate can be a red flag that the hiring process may need improvement. Investing in better hiring practices that lead to improved employee retention can significantly impact company culture, productivity, and overall employee satisfaction.

The effectiveness of these metrics in evaluating the success of the hiring process encourages organisations to invest in better recruitment practices. Data-driven insights enable recruiters and HR teams to identify areas that need improvement and implement strategies to optimise the hiring process. By fine-tuning their talent acquisition efforts, organisations can attract a higher calibre of candidates, enhance the quality of hire, and build a workforce that is more diverse, engaged, and aligned with the company’s mission and values.

How do you improve the quality of hire?

To improve the quality of hire, organisations often focus on refining their recruitment and selection processes, enhancing candidate screening methods, and incorporating behavioural and competency-based interviews to identify candidates who are not only qualified for the role but also have the potential to excel within the company’s environment.

Effective job descriptions for improved quality of hire

An effectively written job description serves as the foundation for attracting qualified candidates who possess the right skills, experiences, and values necessary for success within your organisation. A precisely worded one acts as a magnet for highly qualified candidates. When potential applicants come across a well-defined role that aligns with their expertise, they are more likely to apply. By providing a clear outline of the job’s responsibilities and requirements, you filter out candidates who may not be suitable for the role, ultimately saving time and effort further down the line.

A detailed job description also leaves no room for ambiguity. It ensures that candidates have a comprehensive understanding of the role they are applying for, including the specific tasks they will be responsible for and the expected outcomes. Clear descriptions set proper expectations, preventing misunderstandings later on, and fostering a positive candidate experience. It should explicitly outline the essential skills, qualifications, and experience necessary for the position. By clearly stating what you’re looking for in a candidate, you increase the chances of attracting individuals who possess the specific abilities and background that perfectly match your requirements. This enhances the overall quality of applicants and streamlines the selection process.

Beyond the technical qualifications, job descriptions offer an opportunity to convey your company’s values, culture, and mission. When you incorporate information about the organisation’s vision and core beliefs, you attract candidates who resonate with your company’s ethos. This alignment of values between the candidate and the organisation is crucial for fostering a strong and committed workforce.

When candidates have a clear understanding of what the role entails and how it aligns with their skills and aspirations, they are more likely to make informed decisions during the application process. Candidates who fully comprehend their roles and responsibilities from the outset tend to have higher job satisfaction and are more likely to stay engaged and committed to the company in the long run.

How to create a streamlined recruitment process that enhances quality of hire

Your ability to hire the right people, at the right time, depends on having an effective, streamlined recruitment process. Delays and inefficiencies in the hiring process can cause you to lose highly qualified candidates to rival companies. To secure the best candidates promptly, employers must focus on these key aspects of the recruitment process:

1. Establish a well-defined hiring timeline

Clear milestones, deadlines, and expectations for each stage of the recruitment process helps to keep applications on track, ensures that all stakeholders up to date, and minimises the risk of star applicants accepting an offer from a rival company.

2. Collaborative communication among stakeholders

Recruiters and hiring managers must work together closely and effectively to prevent bottlenecks and ensure a smooth evaluation and decision-making process. Regular meetings and transparent updates foster a sense of shared responsibility for successful candidate acquisition.

3. Efficient candidate evaluation

Implementing structured interviews, skill assessments, and behavioural evaluations streamlines the assessment process, ensuring consistent and relevant information is gathered about all candidates. Informed decisions – made promptly – facilitate timely offers to top talent, and also minimises the risk of unconscious bias creeping into decision-making.

4. Use an Applicant Tracking System (ATS)

ATS software streamlines the entire recruitment process, from posting job listings to candidate selection and employee onboarding. These systems help recruiters organise, track, and review applications, facilitating faster shortlisting and reducing the chances of overlooking potential fits. ATS also enhances communication and coordination between recruiters and hiring managers.

A streamlined recruitment process is a strategic imperative for organisations seeking to excel in talent acquisition and retention. By prioritising a well-defined hiring timeline, collaborative communication, efficient evaluation methods, and the use of applicant tracking systems, employers can secure top talent promptly and maintain a competitive advantage in the talent market.

Improve your quality of hire with behavioural assessments and interviews

Incorporating behavioural assessments and interviews into the hiring process brings immense value and plays a crucial role in elevating the overall quality of hire. While traditional interviews (and the newer trend of recruitment video interviews) provide insights into a candidate’s qualifications and experiences, behavioural assessments delve deeper into their personality traits, work preferences, and problem-solving abilities. By understanding how candidates respond to specific scenarios, challenges, and team dynamics, employers gain a more comprehensive understanding of their potential fit within the organisation.

Behavioural assessments allow hiring teams to identify candidates who possess the right mindset, values, and cultural alignment. These assessments help uncover a candidate’s communication style, leadership qualities, and their ability to adapt and thrive in diverse work environments. By looking beyond technical skills and qualifications, behavioural assessments offer a more holistic view of a candidate’s potential for success within the company’s unique culture and team dynamics.

Moreover, behavioural interviews enable employers to assess a candidate’s critical thinking, decision-making, and emotional intelligence. These interviews use real-life scenarios to gauge how candidates handle challenges and interact with others. By focusing on past behaviours and responses, employers can better predict how candidates will handle similar situations in the future. This predictive element reduces the likelihood of making uninformed hiring decisions and enhances the chances of selecting candidates who can thrive and contribute positively to the organisation.

Beyond simply improving the quality of hire, incorporating behavioural assessments and interviews also positively impacts the candidate experience. Candidates appreciate an interview process that allows them to showcase their personality and abilities, rather than solely relying on standard questions and rehearsed responses. Engaging candidates in behavioural assessments and interviews helps create a more personalised and meaningful interaction, leaving a positive lasting impression regardless of the final hiring decision.

Diverse and inclusive hiring for a great quality of hire

Fostering equality and diversity in the workplace is of paramount importance as it brings myriad benefits to both the organisation and its employees. Embracing equality and diversity means actively seeking individuals from different backgrounds, cultures, genders, and experiences, while inclusion ensures that everyone feels welcomed, respected, and valued within the organisation. When diversity and inclusion are prioritised, the workplace becomes a rich tapestry of perspectives, ideas, and approaches, driving innovation and creativity. This diversity also enhances problem-solving capabilities, as teams draw from a wide range of insights to tackle challenges from various angles.

Beyond the evident cultural and societal benefits, promoting diversity and inclusion has a direct impact on the quality of hire. By widening the talent pool and attracting candidates from diverse backgrounds, employers have access to a broader range of skills and perspectives. This increased talent diversity not only brings unique ideas to the table but also enhances adaptability and resilience within the workforce. Companies that embrace diversity also tend to be more attractive to top talent, as job seekers often prioritise workplaces that champion inclusivity and equality.

Additionally, a diverse and inclusive work environment fosters greater employee engagement and satisfaction. When employees feel that their perspectives are valued and that they can be their authentic selves at work, they are more likely to be invested in their roles and committed to the organisation’s success. This positive workplace culture translates into higher retention rates, as employees are more inclined to stay with a company where they feel respected and supported.

Diversity and inclusion also play a significant role in enhancing customer relations and client satisfaction. Employees who are part of a diverse workforce can better understand and relate to a wide range of customers, leading to improved communication, empathy, and customer service. This heightened understanding of diverse customer needs and preferences contributes to better decision-making and the development of products and services that cater to a broader market.

Marshall E-Learning, part of the Ciphr Group, offers an inclusive recruitment eLearning course which aims to help organisations reap the benefits of greater access to different perspectives, a greater understanding of customers, increased customer engagement and an improved employer image.


The concept of “quality of hire” is not just a metric; it is a crucial element that impacts an organisation’s productivity, employee morale, and overall success. By measuring factors such as job performance, cultural fit, retention, adaptability, impact on team and company performance, and skills and competencies, companies gain valuable insights into the effectiveness of their hiring process. Making successful hiring decisions is key to building a talented and engaged workforce that contributes to the company’s long-term growth.

If you’re ready to explore recruitment software that can help you attract and hire top talent with ease, book a demo of our recruitment software to discover how we can help you find the right candidates with the right skills and attributes to help your organisation succeed.