Are your hiring practices sane?

Recent research data revealed by Google’s head of HR, Laszlo Bock, showed that brainteaser interview questions, unstructured interviews, student GPAs or test scores, and conducting more than four interviews all had little or no predictive value for success of job candidates! (http://www.ere.net/tags/backgroundchecking) Designing a simple yet predictive hiring system means thinking through your approach from the both sides of the desk: the applicant’s and the hiring manager’s. Infuse objectivity early in your process (http://wp.me/p2POui-nj) and use qualified assessments with high predictive values to help determine job fit. For other ideas, get your copy of “Hire Amazing Employees.” (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

 

 

About Jeannette Seibly

Jeannette Seibly delivers “straight talk with immediate results” to business owners and executives of $1MM to $30MM enterprises, creating dynamic results. You may contact her at JLSeibly@SeibCo.com for an initial free consultation.

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