The definition of “Quality of Hire” varies from company to company and role to role. But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable. We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.

1. 0WE BECOME YOU™Content Property of Cielo, Inc.
QUALITY OF HIRE
EXPLORING THE MOST ELUSIVE METRIC
The definition of “Quality of Hire” varies from company to company
and role to role. But as Talent Acquisition leaders, we are routinely
called upon to define and measure this metric for our organizations.
Key Takeaways:
• Gain a better understanding of how to define, measure and
leverage Quality of Hire for improved business outcomes.
• Learn the six Quality of Hire levers you must measure and adjust to
ensure you are on the best path to quality for your organization.

2. 1WE BECOME YOU™
INTRODUCTIONS
GREG SUMMERS
Senior Vice President
ANDREW MANNING
Senior Vice President

3. 2WE BECOME YOU™
“DELIVERING QUALITY HIRES
CONSISTENTLY” IS THE MOST
IMPORTANT STRATEGIC
FUNCTION OF TALENT
ACQUISITION

4. 3WE BECOME YOU™
HIRING THE BEST
IS YOUR MOST IMPORTANT TASK.
– STEVE JOBS

5. 4WE BECOME YOU™
• Introductions
• Definition of Quality of Hire
• Your place on the Quality Continuum
• Levers of Quality of Hire
AGENDA

6. 5WE BECOME YOU™
“You can’t quantify it –
it’s a gut-feel thing.”
“We know it when
we see it.”
“There is only one way to be
successful at our company.”

7. 6WE BECOME YOU™
Quality of Hire is a group of meaningful
measurements, unique to each company and
role, which define success in hiring and
retaining the right talent to fuel the business.

8. 7WE BECOME YOU™
Quality of Hire is a group of MEANINGFUL
MEASUREMENTS, unique to each company
and role, which define success in hiring and
retaining the right talent to fuel the business.

9. 8WE BECOME YOU™
Quality of Hire is a group of meaningful
measurements, UNIQUE TO EACH
COMPANY AND ROLE, which define
success in hiring and retaining the right talent
to fuel the business.

10. 9WE BECOME YOU™
Quality of Hire is a group of meaningful
measurements, unique to each company and
role, which DEFINE SUCCESS IN HIRING
AND RETAINING THE RIGHT TALENT to
fuel the business.

11. 10WE BECOME YOU™
Quality of Hire is a group of meaningful
measurements, unique to each company and
role, which define success in hiring and
retaining the right talent to FUEL THE
BUSINESS.

12. 11WE BECOME YOU™
YOUR PLACE ON THE
QUALITY OF HIRE CONTINUUM

13. 12WE BECOME YOU™
QUALITY OF HIRE CONTINUUM
Quality of Hire is a group of meaningful measurements,
unique to each company and role, which define success
in hiring and retaining the right talent to fuel the business.
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Many Some Few Rare

14. 13WE BECOME YOU™
QUALITY OF HIRE CONTINUUM
BENEFITS
• Highlights cases for
immediate concern
• Allows trends to be
identified over time
• Best done with a
keep-in-touch program
WEAKNESSES
• Subjective
• Easy to avoid or ignore
• Only identifies surface
concerns
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Some Many Few Rare

15. 14WE BECOME YOU™
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Many Many Few Rare
QUALITY OF HIRE CONTINUUM
BENEFITS WEAKNESSES
• Proven way to save money
• Clear and objective results
• Links with EVP programs
• Highlights other areas
requiring attention
• Not a problem for all
organizations
• Impact of factors outside of
Talent Acquisition

16. 15WE BECOME YOU™
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Some Some Few Rare
QUALITY OF HIRE CONTINUUM
BENEFITS
• Rigorous, if done well
• Forces optimization of
recruitment processes
• Baseline for further
improvements
WEAKNESSES
• Relies on HR
processes beyond TA
• Timeliness – not immediate
• Assumes a sophisticated
and consistent recruitment
process
• Requires ongoing effort

17. 16WE BECOME YOU™
QUALITY OF HIRE CONTINUUM
BENEFITS
• Definitive, if done well
• Allows trends to emerge
• Enables High Performer
identification
• Excellent for refining
candidate attraction
WEAKNESSES
• Requires HR involvement
over a long period of time
• Requires consistent
objectives
• Roles too fluid for
measurement
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Some Many Few Rare

18. 17WE BECOME YOU™
QUALITY OF HIRE CONTINUUM
BENEFITS
• Measures the ultimate
value of recruitment
• Aligned to specific
business goals
• Resonates with C-suite
and investors
WEAKNESSES
• Must be function-specific
• Requires a mature
recruitment model
• Not a perfect science
Hiring
Manager
Satisfaction
Reduced
Attrition
On the Job
Competency
Personal
Achievement
Business
Outcomes
Most Some Many Few Rare

19. 18WE BECOME YOU™
QUALITY OF HIRE LEVERS

20. 19WE BECOME YOU™
of global Talent Acquisition leaders say
TALENT BRAND has a
SIGNIFICANT IMPACT
on their ability to hire great talent.
LEVERS OF QUALITY OF HIRE
EMPLOYEE VALUE PROPOSITION
Source: LinkedIn’s 4th Annual Global Recruiting Trends Survey

21. 20WE BECOME YOU™
COST OF REPLACING AN EMPLOYEE
• Entry-level 30-50% of annual salary
• Mid-level 150% of annual salary
• High-level/highly specialized 400% of annual salary
LEVERS OF QUALITY OF HIRE
WORKFORCE PLANNING/RETENTION
Source: ERE Media

22. 21WE BECOME YOU™
of recruiters feel that hiring managers
DO NOT UNDERSTAND RECRUITING.
of hiring managers feel that recruiters
DO NOT UNDERSTAND THE JOBS
THEY ARE FILLING.
LEVERS OF QUALITY OF HIRE
HIRING MANAGER EXPERIENCE
Source: Corporate Executive Board Recruiting Roundtable

23. 22WE BECOME YOU™
of HR Professionals believe
A NEW HIRE’S DECISION TO STAY
with a company long-term
is made within the
FIRST SIX MONTHS OF EMPLOYMENT
LEVERS OF QUALITY OF HIRE
EMPLOYEE ORIENTATION/ONBOARDING
Source: Aberdeen Group

24. 23WE BECOME YOU™
workers in the United States will retire
in the next decade
and be replaced by a
talent pool of just
45 million.
LEVERS OF QUALITY OF HIRE
TALENT MANAGEMENT
23
Source: ADP Effective Talent Management Survey
MILLION

25. 24WE BECOME YOU™
Doubling Spending Per Hire
results in
40% less new hire attrition
and
20% faster time to fill
LEVERS OF QUALITY OF HIRE
COST PER HIRE
Source: Bersin by Deloitte

26. 25WE BECOME YOU™
CIELO'S GUIDE TO QUALITY OF HIRE
Key Takeaways:
• Methods to define,
measure and leverage
Quality of Hire for
improved business
outcomes
• How to use quantitative
metrics to objectively
define quality for key
roles
http://cielo.ly/ZueaV