Comparing Predicted vs. Actual Quality of Hire

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Please answer the following questions for an individual you have worked with who has been hired or promoted into the job in the past 1-2 years. You can repeat the survey for as many people as you like. The purpose of this survey is to determine which factors best predict on-the-job performance and quality of hire. From a strategic standpoint, you'll quickly see what you need to dismantle in your company's current hiring processes to better predict and improve quality of hire for every hiring decision. From a tactical perspective, you'll quickly see what type of questions you need to ask during your next interview. 

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* 1. Adding this information is optional, but we're able to create a custom report for you if you provide this field information.

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* 2. Which of the following best describes your relationship to the person being evaluated?

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* 3. Which of the following best describes the level/role of person being assessed?

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* 4. Which of the following best describes the person's functional department or role?

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* 5. Based on what you now know about the person's performance, how would you rank the person on these factors?

  Far Exceeds Expectations - Top 10% Exceeds Expectations - Top Third Meets Expectations - Middle Third  Falls Short of Expectations - Bottom Third Falls Far Short of Expectations - Bottom 10%
Results Achieved and Quality of Work
Promotability, Potential
Team Influencing and Collaboration Skills 
Problem-solving, Strategic Thinking
Organizational and Planning Skills
Leadership and Decision-making 

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* 6. Given what you now know about the person, rank how strongly you agree or disagree with these statements.

  Strongly Agree with No Reservations Agree with Some Reservations Neither Agree nor Disagree Somewhat Disagree Strongly Disagree
I would definitely rehire the person for this role.
I would give the person an outstanding performance review.
I would give the person a very positive reference.
I would assign this person to a critical and stretch role in my department.

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* 7. Which statement best reflects how long you've been able to observe this person's on-the-job performance?

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* 8. Which of the factors below do you think would have best predicted the person's actual performance based on the above ranking? 

  Strongly Agree Somewhat Agree Neither Agree nor Disagree Somewhat Disagree Strongly Disagree
The person's absolute level of skills and years of experience in comparison to the traditional job description for this role
The person's first impression
The person's academic credentials
The person's affability, assertiveness and communication skills
His/her track record of past performance doing comparable work
The person's raw talent, technical ability and capacity to learn
The trend of growth or decline of the person's past performance in previous roles
The person's thinking and problem-solving ability doing comparable work
A track record of successfully working on comparable teams
The person's track record of mentoring, coaching and developing others
The person having successfully managed projects of comparable scope, size and complexity
Work samples indicating high quality
Successful performance working in similar cultures and environments
Intrinsic motivation to do the actual work required 
Finding out how the person's previous hiring managers' styles meshed with the person's management needs

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* 9. Which of the following interviewing processes were used to evaluate the person?  Select all that apply.

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* 10. Do you know how your company found this person? If so, please indicate the source of hire below.

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* 11. Complete the following if you'd like a copy of this report. 

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