Why You Should Always Measure the Success of a HR Recruitment Beyond Just Filling the Role
When a role has been sitting open for weeks, or even months; it’s easy to breathe a sigh of relief once it’s finally filled. The job ad has done its work, the interviews are complete, and your new hire has started. Box ticked. Role filled.
But… is that really the end of the story?
At face value, a “filled role” looks like success. But if you stop measuring at day one, you’re missing out on the real indicators that show whether your hire was a long-term win or a costly misstep.
So, what should you be looking at beyond the fill date? And why does it matter so much?
Let’s unpack it.
The Problem With Measuring Success Only at Placement
Too often, hiring success is measured like this:
Job filled
Person started
Move on to the next role
The trouble is, this approach only tells you whether someone was placed but not whether they were the right person.
Here’s the reality:
According to Gallup, 1 in 2 people leave a new job within the first 18 months.
Research from the Harvard Business Review suggests that as much as 80% of turnover is due to bad hiring decisions.
The average cost of a bad hire can range from 30% of their annual salary to several times that, depending on the seniority of the role.
So, if you’re not measuring what happens after someone starts, you’re not really measuring success at all.
What Real Hiring Success Looks Like
Success isn’t about day one. It’s about day 100. And beyond.
The most effective businesses look at factors like:
Retention
Is your new hire still in the role after 6, 12, or 18 months? Are they choosing to stay?
Performance
Are they meeting (or exceeding) the expectations set for the role? Are they contributing positively to the team or business outcomes?
Engagement and Cultural Fit
Do they feel connected to your mission, team, and values? Are they thriving in the environment?
Internal Feedback
What do their peers, managers, or clients say about working with them? Do they add value?
Development Trajectory
Are they growing in the role? Are they demonstrating potential for future leadership or skill development?
These insights give you a much fuller picture of hiring success. And they also help you refine your recruitment and onboarding processes moving forward.
Why This Matters for Business Success
Hiring is an investment of time, money, and trust. If that investment doesn’t deliver the returns you expected, it impacts:
Productivity – A mismatch can slow team output or damage client relationships.
Morale – The wrong hire can upset team dynamics or create tension.
Reputation – High turnover or frequent hiring misfires can hurt your employer brand.
Cost – Replacing a hire (especially at senior levels) can be incredibly expensive.
By measuring beyond the hire, you spot early warning signs, reduce future hiring risk, and create more sustainable team growth.
How to Start Measuring Beyond Day One
Here are a few simple ways to start tracking post-hire success:
Set clear, measurable goals for the first 3–6 months of the role.
Schedule structured check-ins at 30, 60, and 90 days with both the hire and their manager.
Gather anonymous feedback from team members about collaboration and fit.
Track retention metrics by department or role to spot patterns.
Use employee engagement surveys to assess integration and morale.
Our View on This
We’re big believers in looking beyond the placement. That’s why our post-placement support offering has been specifically designed to help businesses measure and strengthen the success of their new hire long after they’ve started.
Of course, every business will have different ways of measuring what success looks like and there’s no one-size-fits-all. But what matters most is that you’re doing it at all.
If you’re not already measuring success beyond the hire date, now’s the time to start. Your people and your business deserve more than just a filled vacancy.
