Beyond Job Performance: 3 Measures of True “Hiring Success”
Hiring the right candidate for a role is among the most critical responsibilities of any hiring manager. But how do we measure the “success” of those decisions post-hire?
Most companies begin measuring the quality and contributions of an employee through formal performance management as soon as they join the organization. If they deliver (based on their performance metrics), does that mean you’ve made the right decision?
Before introducing HireBrain to 550+ hiring managers at a global technology company this year, we asked them to complete this sentence: “A perfect hire for you would be one that…”
Most responses read something like this:
“…Is willing to put in their time and grow through our career ladder.”
“…Is engaged and customer service focused.”
“…Is self-motivated, thorough, curious, and is enthused by new challenges and learning.”
“…Fits in well with the team and is able to learn new things quickly”
“…Enjoys learning and improving their skills. Maintains a good attitude and outlook.”
“…Is willing to take on the ownership of difficult problems.”
“…Is a self-starter, handles change well, innovates.”
“…Gels well with the team and organization”
“…Is technically confident and a good team member.”
You’d have to dig to find responses like this:
“…Performs well in their position.”
“…Meets deadlines accurately.”
“…Delivers the anticipated outcome in his job and has the right character.”
What do these responses teach us about how we define “hiring success”?
In short, it is not measured by job performance alone.
At HireBrain, we believe “hiring success” is defined by 3 equally important elements:
- Performance
Performance refers to how well the new hire can effectively carry out their responsibilities. It assesses their ability to meet or exceed expectations, achieve goals, and deliver quality work.
- Satisfaction
Satisfaction measures the level of contentment the new hire experiences in their role, the work environment, and the rewards they receive. It takes into consideration factors such as job fulfillment, work-life balance, recognition, and career growth opportunities. When someone enjoys working within the company culture, it drives higher levels of productivity and employee retention.
- Engagement
Engagement focuses on the degree to which the new hire is emotionally invested in their work, the team they are a part of, and their dedication to adding value to the organization’s mission. Engaged employees often demonstrate higher levels of commitment, loyalty, and innovation. When someone is motivated and shares the company’s values, they actively contribute to a positive work environment.
Reflect upon your most recent hiring decision: what grade would you give yourself on “hiring success,” based on your new hire’s performance, satisfaction, and engagement so far?
Understanding these 3 components makes us better interviewers and evaluators of who will be the best fit. By prioritizing true “hiring success,” companies can forge stronger and more productive teams, fostering a culture of growth and achievement.
