Here's a couple simple examples:
- Boolean yes/no qualification by a manager at 2 years of tenure compared to a boolean yes/no qualification upon performing the interview task (yes, they showed skills that relate to deployment)
- Performance review ratings over time (I would assume those cover "team interaction" and "declared reponsibility")
- Length of tenure ("lasted more than 6 months", ..., "lasted more than 5 years", "quit themselves"...).
...
None of these are perfect, but they are pretty unambiguous even if sometimes subjective.
As long as you measure while fully understanding that you're unlikely to achieve statistical significance soon, you can still measure stuff! And while you should not take trends that show up as gospel, they could still influence your interviewing.
Or, you could simply decide not to measure anything since you'll never get perfect results. But at least don't put your opinion out as fact, at least not in a thread about measuring stuff.
