As the hiring frenzy of the past few years slows down in some industries, employers are becoming more selective about who they bring on board. According to data newly released by LinkedIn, among the many challenges facing recruiters in 2024, one of the biggest is improving the quality of their hires.

In fact, “quality of hire” is the top issue that talent acquisition experts believe will shape recruitment over the next five years (54%), followed by employer branding (49%), candidate experience (47%), flexible work arrangements (44%) and upskilling/reskilling employees (40%). This means that time-honored metrics like time-to-fill and acceptance rates are becoming less relevant as hiring managers seek higher-quality candidates who are equipped to make a significant contribution to the organization.

At the same time, the definition of ‘quality hire’ is shifting as new technologies disrupt business as usual and new skills come to the forefront of the hiring decision. So what does it mean today to be a quality hire—and how can companies find this talent?

5 signs of a ‘quality hire’

Defining a quality hire is often very organization-specific, but there are a couple common denominators that appear across the board. LinkedIn reports five metrics that talent acquisition leaders are using to better determine an individual’s viability within the organization, including 1.) job performance, 2.) team fit, 3.) culture add, 4.) productivity and 5.) retention.

It’s important to notice how all these areas do not stand alone, but rather add value to one another. For example, an employee who performs their job responsibilities acceptably but often clashes with other team members doesn’t really qualify as a quality hire. Nor does a person who delivers incredible productivity for a few months and then suddenly quits. To be a quality hire, an employee must excel or meet all five metrics.

Sourcing quality hires

One of the biggest hiring trends to surface in the LinkedIn data is internal mobility as a new means of employee retention. When a company’s business needs align with the career ambitions and skills of existing employees, it’s a win for everyone. But focusing resources on promoting internal mobility is a “new muscle” for recruiters, according to the report.

‍

Read full article here