Bad hires are not only measured by the people you chose to fire.

In every organization, there are employees that are still there for different reasons but are not considered successful hires, to say the least.

Why should you care?

As talent leaders, it is important for us to know what is the ratio of bad hires in the organization, as this is a measure of the quality of hire. It helps you quantify your efforts and make a $ based business case for getting additional resources, adopting new technologies, etc.

How do you know?

You should start with clearly defining what is considered a bad hire in your organization, a definition on which both talent acquisition and the business are aligned. Here are several suggestions on what constitutes a bad hire:

1. Left within the first 3/6/9/12 months
2. Performance evaluation at level [define] or below.
3. Manager satisfaction after 3/6 months is low (what is considered low also needs to be defined based on the assessment scale).
4. Objective KPIs are low (sales for example).
5. Toxic employees (also needs to be defined and validated by multiple sources).

What other metrics can you suggest?

#interviews #costofbadhire #informedecisions