Are You Hiring for Skills and Firing for Fit?

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Over the years, I’ve  consulted with countless leaders and hiring managers struggling with employee turnover.

 

They’re frustrated because they are not able to build high-performing, high-functioning teams, in part, because they keep hiring the wrong people.

 

When I asked about their processes, the problem became quickly obvious to me: they’re hiring for skills and forgetting about fit.

 

That is, they’re basing too much of their hiring decisions on candidate resumes.

 

A resume is a great resource to understand a candidate’s background, skills and experience, but it shouldn’t be the sole basis for your hiring decisions.

 

Here’s why:

 

A resume doesn’t tell you much about the person behind the application.

Are they introverted or outgoing? Do they need a lot of information to make decisions or make quick decisions based on intuition? Do they work well with others or are they more autonomous?

 

They don’t indicate fit with company culture.

Why do some people excel in an organization while others with seemingly superior skills flounder? It is about cultural fit. Those who flourish are aligned with the shared values of the organization.

 

Leaders and hiring managers should prioritize cultural fit when it comes to hiring decisions.

 

Skills can be taught, fit can not.

 

Resumes don’t highlight soft skills.

A resume cannot glean a candidate’s determination, motivation, dedication, listening skills or other so-called “soft” skills.

 

While a resume is great for understanding if a candidate is certified in Microsoft Excel or accredited as a facilitator for The Five Behaviors of a Cohesive Team ™, it can not quantify personality, behavioral style or work ethic.

 

They are subjective.

The resume is a representation of what the candidate wants you to know or think about them. It is a glimpse into the very best parts of them; they can omit or highlight what they think will be most beneficial.

 

Even if the details are completely accurate, it doesn’t give a great indication of what it’s like to work with them or how their peers view them. For that reason, reference checks, networking and professional organizations are a more valuable resource in the hiring process.

 

The resume is only the tip of the iceberg.

Applicants are more than just a written compilation of their work experiences. If you are asking yourself, “How can I start hiring for fit?” here are some tips to get you started:

  • Implement a planful interview process that includes pre-planned questions to explore cultural and behavioral fit, as well as skills and competency.
  • Include multiple people in the interview process and consider conducting part of the interview in a more informal setting, such as over lunch.
  • Teach hiring managers the basics of behavioral interviewing.

 

Hiring Assessment Lead to Better Hiring Decisions

PXT Select™ is an innovative candidate selection tool, enabling employers to kick off the selection process on the right foot.

 

PXT Select™ is more than just a hiring and selection tool — with nine unique reports it shapes the entire employee experience, from onboarding, to coaching and mentoring.

 

Ask me how PXT Select™ can help you build high-functioning teams, improve relationships and decrease employee turnover.

 

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Are You Hiring for Skills and Firing for Fit?
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A resume is a great resource to understand a candidate’s background, skills and experience, but it shouldn’t be the sole basis for your hiring decisions.
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