Are you tired of hiring for skills and firing for fit?
Hiring decisions should be based on more than a stellar resume, great references and intuition. Many hiring managers rely too heavily on these factors, thus making poor hiring decisions and winding up back at square one just months, or even weeks, down the line.
The costs of poor hiring are exceptionally high; explore three strategies for making better hiring decisions:
1. Behavioral Interviewing
Behavioral interviewing is designed to discover how candidates reacted in the past in a variety of situations, in order to predict their future performance.
A “traditional” interview uses more straight-forward questions, such as “what are your strengths and weaknesses?”; “where do you see yourself in 5,10 years?” and so on. Or candidates are asked to respond to hypothetical questions like, “how would you respond to a disgruntled customer?”
Behavioral interview questions ask a candidate to recount a specific situation (a problem, success, dispute, etc.) they have encountered in the past. For example, “tell me about a time when you had a disagreement with a colleague.” You may be tempted add “…and how you handled it”, but some experts advise against it. Instead, notice how the candidate supplies (or does not supply) how they reacted, without being prompted; this can be an telling indicator of initiative.
In my experience, I’ve noticed business owners and hiring managers struggle more with the implementation of behavioral interviewing than the theory. Here’s a tip for translating “traditional” interview questions into behavioral interview questions: write out your interview questions and review them for the word “would”. For any question with the word “would”, instead ask about a specific situation in the past.
Traditional: “How would you handle a situation where you disagreed with your boss?”
Behavioral: “Tell me about a time you disagreed with your boss.”
2. Consistent Hiring Process
Determine a structured hiring process which you adhere to for each candidate. Often when an employee abruptly exits the organization, we rush through the hiring process rather than giving it the due diligence it requires.
Establishing a consistent process from receiving an application to giving the offer will ensure each candidate is held to the same standard of quality and consideration. It will also lead to better results. Consider what you deem important to learn about the candidate before you begin the process. For example, does it make sense for them to interview with more than one team member? Is it necessary for the candidate to complete an assessment or written test? What questions do you want to ask all candidates?
The hiring process may vary depending on the role and their function in the organization.
3. Pre-Hire Assessments
Pre-hire assessments, such as PXT Select ™ help reduce subjectivity in hiring decisions. For example, the Comprehensive Selection Report focuses on Candidate Fit, Performance Model and Interview Questions to determine how well the candidate’s problem solving skills, behavior, preferences and interests fit the role.
PXT Select ™ offers a host of targeted assessments and reports designed to give employers and hiring managers actionable data to make the right hiring decisions. Organizations can use the assessments to identify candidate skills and their fit within the organization, maximize employee success and performance, reduce employee turnover and ultimately streamline the hiring process.
However, hiring assessments are not a silver bullet. It is important to understand the potential issues associated with pre-hire assessments including legal considerations.
As an authorized partner, I’m happy to answer any of your questions about PXT Select ™, explore the reports most suited to your needs, and help you avoid the potential pitfalls of using pre-hire assessments.
Don’t leave hiring decisions up to emotion or “gut feeling”; make better hiring decisions with:
- Behavioral Interviewing
- Consistent Hiring Processes
- Pre-Hire Assessments
These strategies can be used individually or in combination.
TAGGED : Behavioral Interviewing, Consistent Hiring Process, hiring, Hiring Decisions, Make Better Hiring Decisions, Pre-Hire Assessments, problem solving, Three Ways to Make Better Hiring Decisions