Today many recruiters and hiring managers simply react when someone quits, retires, or gets fired. We post an ad, interview, and hope we’ve hired the right person. Usually, hiring mistakes result when we focus too much on the person who left and let our biases lead us astray. We tend to look for someone who is similar or dissimilar to the person we’re replacing, and we fail to base our decisions on objective data.
To make matter worse, as creatures of habit we rely on the same old processes. They’re easy to fall back on when we don’t take the time to strategically assess where we are today and what we need to do to be successful tomorrow.
To become proactive, we need to infuse objectivity into the selection process upfront, before the interview process begins. The better-quality information we obtain from qualified tools, the better our hiring decisions. Such objectivity requires a new mindset, a mindfulness of what we are doing and why. For more on this subject, see my article Easily Infuse Objectivity Early in Your Hiring System. (http://wp.me/p2POui-nj)
(c)Jeannette L. Seibly, 2014