Are You Frustrated that You’re Unable to Find and Keep Top Talent?

“Are you feeling the stress due to your hiring practices? It’s time to make real changes.” Jeannette Seibly

There are four often overlooked reasons.

Many companies realize they have a problem finding and keeping top talent. They even know it’s due to their hiring managers’ bad habits and practices!

But realizing the obvious (e.g., interviewers need training) does nothing to create a positive difference with your job fit selection system.

How to Improve (not just read about) Your Company’s Retention, Revenues, and Results!

Use the Right Job-Fit Assessment. Legal and scientific (e.g., validity, reliability, predictive validity, and distortion) factors are often overlooked! And most assessments are not designed to comply with the Department of Labor Guidelines for pre-employment and selection purposes. Using the right one will help you achieve real results (e.g., salespeople who can close sales and CPAs/financial planners who enjoy working with financial data). When selecting a job-fit assessment, ask for the Technical Manual. Beware … run the other way if they provide a letter from their attorney. These letters are designed to protect them, not you! (Read Chapter 9, Use the Right Assessments and Skills Test, “Hire Amazing Employees)

Ask Job-Related Questions. Even though most hiring bosses know better, many ask inadequate or inappropriate interview questions. For example, “What’s your favorite movie/book/color/restaurant?” These questions have nothing to do with the job and are illegal! The focus needs to be on questions that address: Can they do the job? Are they willing to learn the job? Will they actually do the job? Can they be successful in doing the job here? (For help designing interview questions: SEE Chapter 12, Pointers for Successful Interviews, “Hire Amazing Employees”)

Recognize Your Competition’s Top Producer May Fail in Your Company. No two companies have identical cultures and values. It’s why a top results producer in one company may fail in another! A well-designed job-fit selection system will reveal whether or not they will succeed at your company. (SEE: Chapter 2, Create a Strategic Selection System, “Hire Amazing Employees”)

Know Your Biases and Judgments Make Little Difference. Yes, we ALL have them! Even you! How do you minimize the negative impacts of the biases and judgments? Recognize them using a well-designed job-fit selection system to hire, promote, and transfer your people! Do this now before the next rendition of the “Great Resignation” or “Great Attrition” occurs in 2024! It will save time, customers, and sleepless nights. (SEE: Chapter 1, The Selection Triad – What Is It and Why Should You Care? “Hire Amazing Employees”)

©Jeannette Seibly, 2023 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, it always starts with having the right people in the right jobs! She has been an Authorized PXT Select Partner with Wiley for over 31 years. To learn more about this state-of-the-art job-fit assessment tool, contact Jeannette.

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