As you know, hiring and investing in your people costs money. Too often, mistakes are made despite all the interviews and other pre-employment rituals. Your retention, revenues, and results suffer.
The problem occurs when you hire, transfer, or promote people into jobs that don’t fit them. This often results in the person leaving your company and taking other top talent with them. For example, taking your top salesperson and promoting them to the manager role is a frequent misstep.
Current Problems Most Companies are Experiencing
Relying on:
Intuitive Hiring. Yes, it’s easy to rely on our “intuition/gut” to tell you if the person is the right one. The problem is two-fold. #1: There is no objective data, which often results in the collection of false information and hiring mistakes. #2: Your retention, reputation, revenues, and results suffer.
The Resume. Over 80 percent of resumes contain inaccuracies, embellishments, or lies. Many resumes today are created using AI, online templates, or professional resume writers. The question is, “How valid is the information?” Remember, you need objective and reliable data to improve your hiring decisions. The resume alone will never give you that.
Any Assessment. Over 95 percent of assessments today are not validated for pre-employment or job selection use. It’s time to learn about the science and legality of using objective job fit assessments. (See Chapter 9 in Hire Amazing Employees)
Overcoming These Challenges Requires Using Real Systems
Use the interview, assessments, and due diligence equally in hiring decisions. Do not rely solely on the interview; stop asking questions that are not job-related. (SEE Chapter 1 in Hire Amazing Employees)
Select a job fit assessment with the validity, reliability, and predictive validity that comply with the Department Labor Guidelines for pre-employment and selection use. (Most hiring bosses don’t do this.) The proper assessment will guide you to hire the right people with your eyes open to any challenges you may encounter. Remember, no one is perfect, but you cannot teach a cat to become a dog.
Train your hiring bosses. Use an intracompany system that provides all the tools and resources required. This will save you and them from hiring mistakes, costly turnover of current employees and clients, and legal challenges. (See Chapter 3 in Hire Amazing Employees)
Don’t Overlook Hidden Talent: Many talented people are already employed in your company. You overlook them based on biases and other subjective factors and seek top talent from outside the company.
©Jeannette Seibly 2024 All Rights Reserved
Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.
A note from Jeannette: Is the way you hire people working for you? Are you happy with your hiring results? Improving your retention, revenues, and results creates a positive reputation for you and the company. Contact me for a free, confidential conversation on how to improve your selection process and hiring decisions.
Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.