Most recruiting teams never know whether the people they hired worked out. The recruiter fills the role, the candidate starts, and the recruiter moves to the next requisition. Six months later if the hire fails, nobody connects the outcome back to the hiring process to understand what went wrong. Post-hire quality analysis closes this loop by systematically tracking hiring outcomes — retention, performance ratings, time-to-productivity — and connecting them back to the sourcing channel, the interviewers, and the specific criteria used to make the hiring decision.
The Quality of Hire Score
Quality of hire is typically calculated as an average of three normalized metrics for each new hire in their first year: performance rating (how they scored in their first formal review), time-to-productivity (how quickly they reached full contribution, inverted so faster is higher), and 12-month retention (1 if still employed, 0 if departed). Average these three and you have a quality score between 0 and 1 for each hire. Aggregate by source, by recruiter, by hiring manager, and by interview assessment score to find the patterns that predict quality.
What Quality Analysis Reveals
- Which sourcing channels produce hires with the highest quality scores vs. lowest
- Which interview assessment competencies correlate most strongly with first-year performance — and which ones don't predict anything
- Which hiring managers' roles have the lowest quality scores, and whether it's a sourcing issue or an onboarding issue
- Whether your assessments predict performance consistently across demographic groups, or whether there's predictive validity disparity that indicates bias
Using the Data to Improve Future Hiring
A hiring team that runs quality analysis for 12 months and acts on the findings will consistently outperform one that doesn't. Drop the sourcing channels that produce low-quality hires. Stop assessing competencies that don't predict performance. Coach or change hiring managers whose roles systematically produce poor outcomes. Space HR's talent intelligence module connects hiring data to performance data so post-hire quality analysis is automatic, not a quarterly spreadsheet exercise. See how the hiring-to-performance loop works in a live demo.
Read the full guide: AI Recruitment Workflows Guide.