Reducing the Risk of Wrong Hiring Decisions

Reducing the Risk of Wrong Hiring Decisions
By Bob Moore, CMC, The Effectiveness Coach®

Word Count: 383
Reading Time: Less than 3 minutes

There is evidence that the beginning of an economic recovery is an increase in hiring activity. Hiring managers are finding a flooded candidate pool and attracting candidates relatively easy. The real challenge is filtering out all of the unqualified candidates and discovering good people who can become top talent. With so many to select from, why are we unable to make great hiring decisions? Why are so many still making hiring mistakes?

The simple answer: Bias. Preventing a hiring mistake requires looking at the job objectively and eliminating any biases which can become barriers to selecting the best candidate. Even with laws to keep us from acting on biases related to gender, age and nationality, there are other biases that can prevent a wise selection. For example, many managers are unknowingly biased on experience, education and intelligence that may interfere with selecting superior performers.

The other reason: Inefficient Hiring Processes. Many hiring managers either spend too much or too little time selecting and screening-two distinct processes that are frequently intermingled. Hiring managers may believe they can spot potential top talent from the words candidates put on paper or by asking the right questions. Research indicates between 75 and 80% of the hiring decision is based on interviews, yet interviewing is only 14-15% effective as a predictor of job success.

Frequently, the personal (essential) skills, behavioral style, attitude and motivations of the ideal candidate tend to be undefined. For example, most executives are not only unaware that Personal Accountability is one of the most important personal skills; they have a no way to measure it. The lack of a time-efficient, unbiased screening and selection processes often results in a completely wrong hire, resulting in significant waste of managerial time and lost productivity.

Eliminating bias is the primary key to successful hiring. The ideal process begins with an accountability-based position analysis and benchmarking the job. You will save time and energy, improve hiring decisions and enhance your bottom line.

Are you ready to lead the recovery with a winning team with the right players in the right positions with the right skills? Learn more about the patented Turning Good People Into Top Talent process which has produced a 92% retention rate.

Enthusiastically,

Bob

Bob Moore, CMC®, President
Effectiveness, Inc/The Effectiveness Coach®
Aligning Human Capital with Strategic Objectives

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