hiring-quality

name

hiring-quality

description

This skill should be used when the user asks about quality of hire, hiring survey, candidate experience survey, HM satisfaction, retrospective, what did we learn, silver medalist, onboarding checklist, pre-boarding, post-hire, process improvement, hiring quality, search retro, hiring metrics, candidate NPS, how was the process, lessons learned, or needs to measure, analyze, or improve hiring quality at any stage.

Hiring Quality for Recruiting

Purpose

Close the feedback loop on hiring: measure quality of hire, capture hiring manager and candidate experience, run search retrospectives, manage silver medalists, and coordinate onboarding handoff. This is the "learn and improve" engine of the recruiting function.

Quality of Hire Framework

What to measure:

Metric	Source	Timing	Benchmark
Hiring Manager Satisfaction	HM survey	30/60/90 days	>4.0/5.0
New Hire Performance Rating	Performance review	6/12 months	Meets/Exceeds expectations
Ramp Time to Productivity	HM assessment	90 days	Within expected range per role
Retention	HRIS data	6/12/24 months	>85% at 12 months
New Hire Engagement	Engagement survey	90 days	Equal to or above team avg

Survey cadence: 30-day check-in → 60-day deeper dive → 90-day full assessment

Question design principles:

• Mix quantitative (1-5 scale) with qualitative (open-ended)
• Ask about specific behaviors, not general impressions
• Include a "would you hire this person again?" question (strongest single QoH predictor)
• Correlate QoH scores back to upstream signals: source of hire, interviewer scores, time-in-process

Correlation analysis: Track which sourcing channels, interviewers, and process steps predict high QoH. Over time, this reveals:

• Which sources produce the best hires (not just the most hires)
• Which interviewers are most predictive
• Whether time-in-process correlates with hire quality
• Which competencies from scorecards best predict on-the-job performance

HM Experience Survey

5 default dimensions:

1. Communication — "The recruiter kept me informed throughout the process" (1-5)
2. Intake Quality — "The recruiter understood the role requirements after our intake meeting" (1-5)
3. Candidate Identification — "The candidates presented matched what I was looking for" (1-5)
4. Scheduling & Pace — "The process moved at an appropriate pace" (1-5)
5. Overall Satisfaction — "I would work with this recruiter again on a future search" (1-5)

When to send: Within 1 week of offer acceptance or role closure

Response collection: Anonymous optional, but recommend named for actionable feedback

Trend analysis: Track scores over time per recruiter, per department, per role type

Candidate Experience Survey

Stage-appropriate surveys — different questions by outcome:

Candidate Status	Survey Focus	Timing
Hired	End-to-end experience, decision factors	Day 1-3
Rejected at screen	Speed, communication quality, respect	3 days after rejection
Rejected after interview	Fairness, feedback quality, would they reapply	3 days after rejection
Rejected at final round	Depth of experience, closure quality	3 days after rejection
Withdrew	Why they withdrew, what could change their mind	1 day after withdrawal

Candidate NPS: "On a scale of 0-10, how likely are you to recommend applying at [Company] to a friend?"

• Promoters (9-10), Passives (7-8), Detractors (0-6)
• Track per department, per recruiter, over time
• Segment by outcome (hired vs rejected) — expect hired to score higher, but rejected should still be >6

Anonymity: Always anonymous for rejected candidates. Named is fine for hired candidates.

Retrospective Framework

When to run: After every closed search (filled or cancelled). Non-negotiable.

Who attends: Recruiter, hiring manager, lead interviewer(s). 30-45 minutes.

Retro agenda:

1. Timeline review (5 min) — actual vs target, where time was lost
2. What worked (10 min) — effective sourcing channels, good interview stages, strong collaborators
3. What didn't work (10 min) — wasted effort, poor-quality channels, process friction, calibration misses
4. Calibration accuracy (5 min) — did the initial persona match the hired candidate? If not, what changed?
5. Source effectiveness (5 min) — which channels produced candidates that advanced? Which were noise?
6. Process friction (5 min) — scheduling delays, interviewer availability, tool issues
7. Lessons & action items (5 min) — 3 specific things to do differently next time

Output format: Save to roles/[role-name]/reports/retrospective.md

Silver Medalist Management

Definition: Candidates who scored "Hire" or "Strong Hire" but didn't get the offer (e.g., another candidate was selected, role was cancelled, timing didn't work).

Identification criteria:

• Final-round candidate with overall "Hire" recommendation
• Withdrawn candidate who expressed continued interest
• Candidate who declined offer but remained warm

What to capture (in candidate file):

• Date identified as silver medalist
• Strengths summary
• Roles they'd be good for
• Preferred re-engagement timing
• Last contact date
• Nurture status

Nurture cadence:

Timing	Action	Channel
Immediately	Thank them, tell them they were strong, ask permission to stay in touch	Phone/Email
1 month	Share relevant company news or content	Email
3 months	Check in on career status, mention any new roles	Email/LinkedIn
6 months	Deeper re-engagement if new role opens	Phone
Trigger: new matching role	Immediate priority outreach	Phone + Email

Re-engagement triggers:

• New role opens matching their profile
• Candidate posts job-seeking signals (LinkedIn status, profile updates)
• Company milestone (funding, launch, expansion) that changes the opportunity
• Their current employer has layoffs or negative news

Onboarding Handoff

Pre-boarding checklist (offer accepted → day 1):

• Equipment ordered and configured
• System access provisioned (email, Slack, tools)
• Welcome email sent (from hiring manager)
• Buddy assigned and briefed
• First-week schedule created
• Team introduction prepared
• Hiring manager prep (expectations discussion, 30/60/90 alignment)

Recruiter-to-HR handoff protocol:

• Transfer: offer details, candidate preferences, start logistics, any special arrangements
• Warm introduction: connect new hire with HR/People partner
• Final recruiter touchpoint: "Welcome! Here's who handles what from here"

Timeline:

Timing	Action	Owner
Offer + 1 day	Welcome email from HM	Hiring Manager
Offer + 3 days	Equipment/access request	Recruiter → IT
Offer + 1 week	Buddy assignment	Hiring Manager
Day -5	Pre-boarding email with logistics	HR/Recruiter
Day -2	Confirm everything is ready	Recruiter
Day 1	Welcome, orientation, team intro	HM + HR + Buddy
Day 7	Recruiter check-in	Recruiter
Day 30	QoH survey (round 1)	Recruiter

Cross-Role Analytics

Metrics to track across all roles:

Metric	Formula	Target
Time-to-Fill	Days from opening to offer acceptance	Role-dependent
Source Effectiveness	% of hires per source channel	Track trend
Conversion Rate (per stage)	Candidates advancing / candidates entering stage	Track by role family
Offer Acceptance Rate	Offers accepted / offers extended	>80%
Diversity Pipeline	% underrepresented at each stage	Track drop-off points
Cost-per-Hire	Total recruiting costs / hires	Role-dependent
Interview-to-Offer	Interviews conducted / offers extended	<5:1

Identify systemic issues:

• If screening pass rate is >80%, you're not sourcing aggressively enough
• If screening pass rate is <30%, persona/targeting is off
• If HM rejection rate >50%, calibration needed
• If offer decline rate >30%, comp positioning needs review
• If source X produces most hires but worst retention, reconsider

Reference Files

You are stongly encouraged to read the reference files

• references/survey-templates.md — Ready-to-use survey question sets for QoH, HM experience, and candidate experience.
• references/retrospective-guide.md — Step-by-step retro facilitation guide with examples.
• references/onboarding-checklists.md — Pre-boarding checklist templates by role family.