Why measure it?

It costs money

Early departures cost salary, employer charges, training, and potentially agency fees.

It burdens recruiting teams

Like a sales deal that churns quickly, rushed exits are felt as failures by Talent teams.

It affects reputation

High early attrition hurts your brand—candidates may see the company as overly demanding or poorly managed.

It complicates workforce plans

Unexpected exits make precise hiring plans harder to execute.

How to measure recruitment quality

First, define good vs bad hires. Based on Reflect client criteria:

Bad hire indicators

• Leaves during probation (employer‑ or employee‑initiated)
• Leaves within the first 12 months
• Misses objectives after 9 months

Good hire indicators

• Probation is renewed successfully
• Promoted within the first 9 months

Then, automate tracking. Reflect’s Retention dashboard computes these for you. A useful KPI: probation non‑conversion rate—under 10% is a solid score.

Who should see these HR data?

Measure, then share. At Reflect, recruiting teams see quality indicators in their dashboards (crossing ATS and core HR data: payroll, HRIS). Sharing encourages dialogue across sourcers, hiring managers, and managers—breaking silos.

Ownership is delicate. Some CHROs prefer managers to own onboarding outcomes rather than Talent bearing the blame. Before assigning responsibility, interview leavers, and trace every step—interview process, onboarding, cohesion moments, 1:1s—then apply lean problem‑solving.