← HR Metrics·Talent Acquisition
Quality of Hire
First-year performance rating of new hires
How it’s computed
AVG(first_year_rating)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Quality of Hire can tell roughly 26 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to talent acquisition
New hires are ramping slower than they used to
onboarding · T1
No villain stage — the funnel is the funnel
ta-funnel · T1
On this pace, you miss the plan
ta-funnel · T1
The hiring engine is stalling
ta-funnel · T1
The leak has an address
ta-funnel · T1
There's one job family we can't close
offer-competitiveness · T1
You're losing them at the close
ta-funnel · T1
Your biggest source isn't your best
quality-of-hire · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog · principia:metrics
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Teams that are grossly out of alignment stand out, and the few major initiatives that touch everyone are easy enough to manage directly. So far, so good! Measuring performance Until 2013, every Googler received a performance rating score at the end of each quarter. The 41-point…”
— Work Rules! (Laszlo Bock)match 55%
“Each situation by itself seems entirely unique, but if you put them together in aggregate form, you can see overall rates of success and failure that can be used to measure the quality of hires produced by the selection decision process. If measuring hiring quality is important…”
— People Analytics For Dummiesmatch 54%
“Cost-per-hire is nice to know and trend; however, the problem is that it doesn’t take into consideration the difficulty of filling different types of jobs or the value produced by those jobs. When these perspectives are lacking, it would be impossible to interpret increasing or…”
— People Analytics For Dummiesmatch 53%
Resources: Work Rules! (Laszlo Bock) · People Analytics For Dummies