62% of companies aren't measuring quality of hire, and only 8% have a clear framework for measuring it. 🤔 How are you defining and measuring quality in your organization?
Quality of Hire: everyone’s talking about it, but very few have it fully defined (yet). During our recent HIGHER Community webinar on Quality of Hire, we asked TA leaders how far along they were in measuring it, and only 8% said they have a clear framework in place. At first glance, that might sound low, but I'd like to think that it actually reflects something far more encouraging. Most leaders are working on it. They’re testing, iterating, and trying to define what “quality” really means for their own business context. Because as the discussion made clear, there is no one-size-fits-all formula here. What counts as Quality of Hire for a hyper-growth scale-up might look entirely different for a mature enterprise. The goal isn’t perfect measurement, it’s meaningful measurement. In the conversation, leaders from Revolut, Glovo, and Ashby shared how they’re reframing QoH as a board-level metric, tying it directly to retention, productivity, and profitability. They’re asking questions like: 💡 What’s the cost of attrition or underperformance within six months? 📈 How quickly do new hires reach full productivity? 🧩 How does our hiring bar shape overall talent density? When you start linking those answers to commercial outcomes, the conversation naturally shifts from recruiting performance to business performance. For me, that’s the future of TA: less about “roles filled,” more about value created. So while only 8% have a framework today, the movement is already happening, and you’re not alone if you’re still defining what “quality” looks like for your organisation. 👉 How are you framing Quality of Hire in your business? Are you building your own model, or adapting one that already exists?