Subjectivity
Quality of hire surveys and performance evaluations rely heavily on subjective
viewpoints, often limited to the hiring manager's perspective, lacking a
standardized benchmark.

"Ceiling Effect"
Managerial ratings tend to skew positive, making differentiation between
employees' performance levels challenging due to reluctance to provide critical
feedback.

Misalignment
The disparity between hiring and performance evaluation criteria, language, and
measures complicate linking the two processes and truly understanding an
employee's skills and quality of hire.

In light of these limitations, collaborating with hiring managers to align language
and metrics between hiring and performance evaluation can enhance the
precision of quality-of-hire assessments. Providing clear scoring rubrics to
managers further enhances measurement accuracy.

Learn about innovative quality of hire KPIs and additional ways to differentiate yourself as a TA leader: https://informedecisions.io/ebooks-and-guides/achieve-talent-acquisition-greatness/

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