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4 Key Candidate Evaluation Metrics Every Manager Should Know

evaluation metrics

Making the decision to hire a new employee is a big one for any organization. This is why it’s unfortunate that hiring managers and HR professionals sometimes fail to take a more structured approach toward recruitment.

Taking on an employee who is a poor fit for the organization can lead to a number of serious issues.

These can range from poor job performance and low levels of job satisfaction to the creation of a hostile work environment.

All of these problems are costly and extremely time-consuming to rectify – but they can be easily resolved with integrated HR Software.

Rather than just hiring staff to fill a role, HR professionals must now take a closer look at how potential candidates are evaluated. And take action to ensure that the best practices are being observed.

So, how does one go about doing so?

By starting off with…

candidate evaluation metrics

1. The candidate’s employment history

One major key factor on candidate evaluation metrics would be the employment history is undoubtedly one of the most important talent acquisition metrics in any organization.

Besides showcasing an employee’s previous work history, it also gives hiring managers and HR professionals a closer look at a candidate’s personality.

For example, a candidate with an inconsistent history of employment may have behavioral or personality issues. This may not always be the case which is why the interviewer will need to address this issue during the assessment stage.

Job hopping, while typically frowned on, may not always be a sign of trouble. In fact, some high-performing employees jump from job to job in order to further advance their careers.

While these employees can be difficult to retain, their talents and skills could give your organization the edge to get ahead.


2. Experience

The second candidate evaluation metric would be candidate experience. There is no doubt that HR professionals and hiring managers usually prefer to hire experienced employees.

And that’s because they bring with them valuable skills and experience that can benefit the organization. Experienced hires also require less training and oftentimes have a more mature attitude.

All of the above is definitely true, but there are also some drawbacks when it comes to hiring experienced employees. These are:

i. Higher costs – experienced employees know that their skills are valued and will likely demand higher salaries.

ii. Experienced hires can be too rigid – years of employment mean that experienced hires may be less receptive to training or new ways of working. And this in turn leads to the formation of silos.

While experience is valuable, there may be situations where it can be detrimental. Before making a decision, hiring managers need to take a look at what the organization actually needs.


3. Attitude

Attitude towards a job would contribute to candidate evaluation metrics as well. An employee with the right skills but the wrong attitude can only get so far within the business.

Whereas an employee with the right attitude will be able to learn the skills needed for the job while also improving themselves in other areas – making for a more complete employee.

From being more receptive to training to having better communication skills, the benefits of hiring an employee with the right attitude are innumerable.

This is why it’s important to ask these ten questions during the interview process as they allow you to gauge a candidate’s attitude towards work, colleagues, and customers.


4. Organizational Fit

Aside from having the right skills and attitude, it’s also important to assess if a candidate will be a good fit for the business.

This issue is often overlooked by both employers and employees during the hiring process.

As a result, new employees may find themselves struggling with the organization’s culture once they’ve started work. This will eventually lead to dissatisfaction, conflicts, and a drop in overall productivity.

To overcome this problem, HR professionals and hiring managers can organize DILO sessions for potential employees to give them insight into the business’s work culture.

While initially time-consuming, the benefits of preventing a bad hire are simply too valuable to be ignored.


When it comes to hiring new employees, it’s all about managing risk and making the most educated decision possible. With IQDynamics’s integrated HRM system, HR professionals will be equipped with the best tools to assess and evaluate new hires. Measure and make proper decisions when it comes to candidates, and ensure these few candidate evaluation metrics are well thought out and executed to retain talents.

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