One of the biggest frustrations of all team leaders continues to be lack of talent. Business leaders at all levels continue to weed through resumes, applications and references just to find out that the talent they hired is far from expectations. We are being regularly called in to resolve challenges resulting from bad hiring. Following is my complete formula for hiring the right person for the job.
Consequences can be disastrous and solutions expensive. But what if you could prevent these situations form happening altogether? What if you knew exactly how your new hire is going to perform, whether or not they will deliver and fit into the team structure?
Sounds like a mission impossible?
Not anymore!
Over the years we tested a unique way of hiring. We used it at different capacity with a variety of clients. Every time we followed this formula and paid attention to the result, the right candidate proved to be the right person for a job.
I am going to take you through the entire system to show you exactly where you are missing opportunities and how you can almost instantly improve the successful rate of your hiring efforts (and stop leaking money).
Step 1: Preparation
At this point you need to identify job specifications and advertise it either internally across the company or externally if you are looking for external applicants. Most of the job descriptions out there are very generic. It seems like everybody needs to be detail oriented, organized, yet flexible, innovative, creative, performing well under stress, and so on. The problem with generic job descriptions is that they give you mediocre people – Jack of all trades.
We work with companies at this stage by helping them clarify their job expectations by collecting feedback from each direct supervisor for this specific job position. Insights collected during this assessment process can be added to the advertised job description, making your requirements super tight, precise and clear. This will ensure that the wrong candidates will be weeded out at the beginning of the process, saving your leaders countless hours reviewing submissions from wrong applicants. Most of the time you get what you ask for. If your ask is flowed, chances are that your end result will be disappointing (and most likely costly).
Step 2: Initial screening
This step is entirely up to you. We let you review your candidates’ applications and resumes for required skills and experience and conduct any phone or virtual interviews to confirm the information and check references. The key is to ensure that the applicant has the necessary expertise to get the job done.
Step 3: In-person interview
At this step you’re looking at the personality match with your company or team culture. At this stage we can help assess your existing team to identify the best fit for the team and help you prepare the right interview questions.
After this step you might have your final slimmed down list of candidates who are the best choices for the position and the company. They have the necessary skillset, expertise and personality. The question is, who will perform their duty the best?
And this is where we can help you choose wisely.
Most companies make their final hiring call based on their gut feeling. The problem with that is that interview process is a performance and some candidates are better actors than others and you might end up with a good actor, but a completely wrong match. Here’s a missing piece in your interview process…
Step 4: Assessment of top candidates
There is only ONE assessment out there that is proven to be objective, non-discriminative and precise enough to predict individual’s performance. It’s Kolbe A assessment. Kolbe A answers the question: “Will your candidate do the job required?” You see, many times people have the necessary skills and experience to do the job, they might even be motivated enough and have the right personality, but they just can’t perform in a way that’s expected from that specific job or position, especially not on a long term basis. The reason is that we all act, create and problem solve in our own unique way. Kolbe A reveals those inner patterns and shows you whether the candidate will or will not do the job.
The cool part about Kolbe A assessment is that whenever we recommended client to hire someone because they are the right fit for the job, it proved to be a great fit. And whenever they went against our advice and hired someone who was not the right fit for the position, couple weeks down the road we were called in to resolve the challenges or we heard that the person was transferred or fired.
Hiring the right person for the job doesn’t have to be frustrating. Businesses and leaders who work with us during hiring process to assess their candidates for the right fit, end up with better hires than companies who skip this step. Are you ready to have better hires, easier on-boarding and less expenses related to bad hires? If yes, click here to send us more information and we’ll be happy to help you.
To your success,
