For HR & Talent Acquisition

To improve quality of hire, agree what successful performance looks like for the role and which evidence helps you assess it. HiringIQ connects role requirements with candidate skills and supporting evidence, giving teams clearer context for review. Decide how you will evaluate the new hire after they join. Compare that performance with the criteria used in selection, then use the findings to refine future hiring decisions.

Clear criteria can help teams focus their review and resolve hiring questions. Define the skills and evidence needed before evaluating candidates, and assign ownership for each decision. Your time-to-hire also depends on sourcing, scheduling, and internal handoffs. Record a baseline and review where your pipeline stalls. HiringIQ supports the skills conversation. Use a demo to explore how it could fit your process and which changes to evaluate.

Consistent, job-related criteria can support fairer hiring. The U.S. Office of Personnel Management describes structured interviews that use common questions and evaluation standards. Give candidates clear ways to demonstrate capability gained through different pathways. Apply the same criteria when reviewing evidence. Review candidate progression against your fairness and DEI goals, and investigate barriers. Your team remains responsible for its selection process and outcomes.

Yes. SkillsIQ supports workforce development, including learning paths and reskilling toward different responsibilities. Start by comparing an employee's current capability with the requirements of a target role. Identify transferable skills, the development needed, and how managers will review progress. Internal mobility and external hiring can address different parts of the same workforce need. Explore Reskill and Redeploy for the development route, then involve the employee and relevant managers in a realistic plan for moving into the role.

In talent acquisition, cybersecurity roles need criteria that recruiters and technical hiring managers understand together. Agree the work and skills required, then review candidate evidence against those requirements. Use the Cyber Talent Marketplace to explore the employer talent route and Hiring Intelligence Platform for skills and decision context. Involve security leaders in technical evaluation while HR owns the recruiting process. Request a demo with one target role and the questions you need HiringIQ to answer.

Skills Wallet is a portable skills profile in QuickStart's SkillsIQ learner experience. Candidates can organize relevant experience, learning, credentials, and skills evidence. For HR, the value is the context behind a capability claim and its relevance to the role. Ask the HiringIQ team to demonstrate the current employer viewing experience. Review the source of each signal, how the evidence was checked, and what any verification covers. Use those findings to decide what needs further evaluation before a hiring decision.