We hear it over and over, people are our number one asset in our businesses. Yet hiring is one of the most under-focused areas for small business owners. Why? Because business owners are busy and overwhelmed, and they don’t necessarily have expertise in hiring. This hinders our ability to be objective and hire for an overall appropriate fit.
The average cost of hiring the wrong employee is $17,000, according to research conducted by Career Builder. And that’s the quantifiable piece! That number doesn’t consider lost productivity or impact on the morale of other employees. Plain and simple, hiring the wrong person can wreak havoc on your organization. While we don’t presume anyone will get it right 100% of the time, we want to help minimize that as much as possible.The most important first step in hiring the right team members is to create an honest and… Click To Tweet
The emphasis is on ‘honest’ because we often fool ourselves into what this job requires. We don’t want to ‘scare people off’ or ‘come on too strong’, so we soften and broaden the qualifications. But frankly, we do want to scare people off. We want to be as upfront and honest as possible so the right candidates apply for the position.
The next step in hiring the right fit is assessing the candidates objectively. What’s hard about this is that we judge people based on our interactions with them, based on how they convince us in their communication and based on their experience and background. Now, I’m not saying all of this isn’t important, it IS. But it’s not necessarily objective.
Here are a handful of questions that, when you can answer impartially, increases long-term success for a candidate dramatically:
- How coachable are they?
- Are they motivated by the things that your job rewards?
- Is their personality an appropriate fit for the culture?
- How well will they fit with the rest of the team and their supervisor?
- Is their behavioral style a good fit for the demands of the job?
To answer these questions, there are two approaches.
ONE: The interview – asking questions, getting examples from their real-life experiences, and watching the body language.
However, what you see in the interview isn’t always what you get.
TWO: Coupling the interview with a scientific talent assessment can play a significant role in staying objective and hiring the right candidate. The questions above can all be answered through a talent assessment, and because of the nature of the assessment, the likelihood of finding that right fit is much higher than basing the answers on what they tell us. Back to objectivity — the assessments provide that; interviews can’t.
The combination of the two is the best-case scenario to ensure you are finding a candidate who will have long-term success in the role and within your organization.
If you would like to learn more about how our team can help you with your talent assessments, please contact us at firstname.lastname@example.org and add “Talent Assessments” to the subject line.Coupling the interview with a scientific talent assessment can play a significant role in staying… Click To Tweet