Research findings based on an analysis of 700+ hires across 70 organisations.
📚 View detailed case studies: https://www.wearemove.com/testimonials
Traditional recruitment metrics like 'time to hire' show little correlation with business performance and growth. A more meaningful approach is needed.
Quality of Hire (QoH) offers a comprehensive measurement of hiring effectiveness through tangible outcomes. By tracking team productivity, retention rates, and organizational impact, QoH provides leaders with clear data to guide workforce development and build high-performing teams.
Poor hires typically require 2-3 times more training resources than successful placements, consuming an estimated 150% of annual salary in combined direct and indirect training costs.
A single misaligned hire can reduce team productivity by up to 30%, causing measurable disruptions in workflow, missed deadlines, and diminished quality of deliverables.
Each replacement hire costs organizations an average of 2.5 times the position's salary when factoring in recruitment fees, onboarding expenses, and lost productivity during transition periods.
Better pre-hire assessments help companies choose the right candidates. Good assessment tools can improve hiring accuracy by up to 80% and help keep employees longer.
Test job-specific skills through real-world scenarios and practical exercises
Check if candidates share your company's values
Look at past work achievements and future potential using both numbers and feedback
Combine all assessment results to make clear, fact-based hiring choices that help build better teams
Many companies hire based on degrees, years of experience, and certifications alone. This can prevent them from finding great candidates who gained their skills through different paths - like starting their own business, teaching themselves, or solving real-world problems in unique ways.
Real results
Proven skills
Basic requirements
By focusing on what people can actually do rather than just their credentials, companies can find better candidates. This approach offers four main benefits:
Sets specific goals so candidates can show what they're capable of
Links each role directly to business goals to help the company succeed
Improves hiring by focusing on proven abilities and real achievements
Finds hidden talent by considering people from different backgrounds and experiences
“We really wanted to raise the quality bar within our organisation, and we were able to move quickly with some very high-quality candidates.”
- Aaron Shaw
Co-CEO, Ember
Build interview questions and tests that match job goals. Look for both past success and future potential, focusing on real results the candidate has achieved.
Check skills that directly relate to the job. This may sound obvious, but if it's not part of the role, don't include it.
Use performance goals to track progress and development. Update these goals based on how new hires perform, what the team says, and what the business needs.
📚 RESOURCE: : Download our comprehensive performance objectives template:
A good quality of hire framework helps companies make better hiring decisions. It uses clear ways to assess candidates and measure their performance. This helps teams hire the right people and avoid costly mistakes.
Create simple ways to measure what matters - job skills, team fit, and leadership ability. Make sure these match both what the team needs now and what the company wants to achieve in the future.
Use a structured system to evaluate candidates based on their actual performance, behavior, and skills. This helps remove personal bias and ensures everyone is judged fairly and consistently.
Use these proven methods for all hiring, while keeping standards high. Regularly check how new hires perform to fine-tune your hiring process and keep up with business needs.
📚 RESOURCE: Access our comprehensive
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Good interviewing skills are key to finding the right people for your team. When you use a structured approach to interviews, you're twice as likely to hire someone who will do well in the job. Having a clear interview process helps you make better hires, save money, and treat all candidates fairly.
Good interviews help you understand what candidates can really do, how they might grow, and if they'll fit well with your team. This leads to better hires and helps keep good employees longer.
Ask different types of questions about past experiences, how candidates would handle situations, and specific skills. This helps you understand both what they've done and what they could do in the role.
Give your hiring managers clear guidelines, scoring tools, and training about fairness. This helps ensure all candidates are evaluated the same way across your company.
📚 RESOURCE: : For comprehensive guidance on conducting expert-level interviews, explore our detailed
After new employees start working, we need to check how well they're doing. This helps us understand if we're hiring the right people and how to make our hiring process better.
By tracking how new hires perform, we can see if we made good hiring choices. This shows us which parts of our hiring process work well and which need improvement. The more we learn, the better our future hiring becomes.
We track both numbers and feedback about new employees. This includes how well they do their job, how they work with others, if they fit our company culture, and how long they stay. Looking at all these areas gives us a complete picture.
Using this information helps us make smarter hiring choices and spend less on recruiting. When we know what makes someone successful in their role, we can choose better candidates next time. This makes our whole hiring process more effective.
Study what makes your top performers successful. Track their work results and how they get things done. Use this information to set clear standards for what good performance looks like.
Review how well new employees are doing after 1, 3, and 6 months. Look at their completed work, new skills learned, and how well they work with others.
Create an easy-to-use system for measuring performance. Give managers simple forms and regular checkpoints to track progress consistently.
Get feedback from managers about how well new hires are doing in their first 3 months. Focus on their skills, teamwork, and fit with company culture.
Ask employees every 3 months how they feel about their work and the company. This helps predict if they'll stay long-term.
Review how well employees meet their goals every 3 months. Check if they're learning new skills and meeting job requirements.
Compare how well employees work compared to their teammates. Look at their work output, how they collaborate, and their impact on team goals.
We need a clear way to measure how well our hiring process works. Here's how we track success using data from different sources:
QoH = (HMS + PS + eNPS) / 3
We check these numbers every three months across all departments. This helps us spot what's working in our hiring process and what needs to change. When we track this data regularly, we can build better teams and make smarter hiring choices.
📚 RESOURCE: Post-hire quality of hire (QoH) measurement
"Move is a fantastic partner that can really impact your bottom line, your speed to hire and your quality of hire"
- Magua Dutka
Head of Talent Acquisition, Monese
Check how well the new hire is doing through manager feedback. Look at their understanding of the role, progress in training, and early results. See how well they fit with the team culture.
Do a full check of their work, including basic skills, finished projects, and teamwork. See if they met their training goals and find areas where they need help.
Look at what they've achieved, new skills learned, and how they help the team. Compare their work to team standards and check progress in key job skills.
Do a complete review of their value to the company, main achievements, and fit with company goals. Look at their leadership skills and new ideas. Make a clear plan for their future growth.
Set up ways to gather feedback through interviews, scorecards, and surveys. Get both numbers and comments from team members to understand how well new hires are doing.
Look at the data every month to make quick fixes. Every three months, do a deeper review to see if our hiring process is working well.
Study the numbers to see what works in our hiring process and what doesn't. Use these insights to make better hiring decisions.
Set up an organized system using Notion to store information, Google Forms to collect data, and Google Sheets to create reports that update automatically.
Keep improving how you measure new hire quality. Look at your data to see what works best. Use this information to make better hiring decisions in the future.
Show your team leaders how better hiring helps the company. Share clear examples of improvements, like keeping employees longer and building stronger teams.
Share your success stories regularly. Create simple monthly reports showing how new hires are doing. Focus on real improvements like how quickly new employees learn their jobs and how well they fit with their teams.
Great vision without great people is irrelevant.
- Jim Collins
By focusing on Quality of Hire, you ensure your vision is brought to life by exceptional talent.
Build high-performing teams using data-driven hiring metrics that deliver 30% better performance and stronger culture fit.
Maximize returns with proven quality metrics that reduce turnover by 40% while lowering time-to-hire and costs.
Transform hiring into a competitive advantage with measurable outcomes and 60% lower recruitment risk.
Our Embedded RPO services combine deep tech recruitment expertise with data-driven practices to build sustainable hiring frameworks.