How it works

The most common candidate evaluation criteria in use address the fit between a) job skills and experiences and the role requirements as defined in a job description, b) work style and role expectations, and c) motivations to perform the tasks in the new role. While those are crucial considerations, leading practice calls for the inclusion of additional criteria that can better predict future fit not only with the new job but also with longer employment, development, and advancement within the organization.

The definition of quality of hire extends in that direction, with hiring goals that involve having new hires stay with the organization for longer than a year or two, develop their skills in alignment with the strategic business growth needs, and be suitable for advancement into more challenging and impactful (upward into management or laterally into critical skill technical) roles. New hires’ individual values and beliefs will ideally align with and support the core company mission and direction, providing support and motivation to help the organization achieve its objectives. Assessing those can be accomplished in several ways, but the selection of criteria needs to be made on a role, level, or job family basis to ensure relevance to the projection of future success.