Recruitment is becoming more quality over quantity. It’s no good making lots of hires for your scaling tech business if they’re all going to leave you shortly after joining, or if they aren’t going to help you grow. Poor quality hires can hinder growth in many startups, especially if they take a long time to pick up the required skills and responsibilities.
s time to determine the actual quality of the hire and for each business. With different KPIs and business goals, the definition of a quality candidate will alter. Likewise, metrics that define success will be personal and can change. There is no one size fits all formula to determine whether hiring a particular candidate was a good move for your business. But, one thing is certain. The quality of hires you bring into your organisation directly reflects the quality of your recruitment process. Suppose you’re hiring people who are an excellent fit for your business. In that case, it shows that you are accurately showcasing your employer brand, using the proper recruitment marketing techniques to get in front of candidates, and having a great candidate experience that encourages applications. If you aren’t hiring the right people, then it’s likely that your recruitment process needs some work, whether that’s expanding your talent pools or working on your employer brand communications.