How is quality-of-hire typically evaluated?

• A. After the probation period using a basic yes/no satisfaction survey.
• B. After a probation period using performance ratings and business impact.
• C. During the first week of employment using attendance.
• D. Only by supervisor recommendation.

Answer: (B)

Quality-of-hire is assessed after the probation period by looking at how well a new employee performs and the actual value they bring to the business. This means using formal performance ratings to judge work quality, reliability, and outcomes, plus measuring the impact on business goals—things like productivity, quality of work, cost savings, revenue influence, or other key metrics. Waiting until after probation gives enough time to observe true performance and real contributions, rather than just initial impressions.

A simple yes/no satisfaction survey misses important dimensions of value and doesn’t quantify how the hire contributes to the organization. Evaluating in the first week by attendance only doesn’t capture performance or impact over time. Relying solely on a supervisor’s recommendation is subjective and lacks objective performance data and measurable business outcomes.