Have you ever hired someone who did not live up to your expectations? Have you ever hired someone who greatly exceeded your expectations? How different were your hiring processes in each case? If you\u2019re like most employers \u2013 the process used in each case was the same! (You just got lucky \u2013 or unlucky!)<\/p>\n
What would it mean to your business (and your sanity!) if your company was chock full of great employees? Does this sound like an impossible dream? It\u2019s not! So how can we increase the odds of hiring great people \u2013 every time?<\/p>\n
We can start by avoiding the three most common hiring mistakes:<\/p>\n
Through the years companies have upgraded and modernised many of their business processes \u2013 such as inventory management, project management, technical design \u2013 but their hiring processes have remained static \u2013 run an ad, do some (unstructured) interviews, hire. The odds of getting the right person this way are about 14% \u2013 you could flip a coin and get better results!<\/p>\n
Sometimes a hiring decision is based on the warm body approach \u2013 we need somebody right away \u2013 you breathe, you\u2019re hired! Hiring decisions are often based simply on whether or not the interviewer likes the person \u2013 I like you, you\u2019re hired! And sometimes the decision to hire is made because the candidate was outstanding in the interview \u2013 wow! \u2013 You\u2019re hired!<\/p>\n
The problem with these emotional approaches is that the chances of hiring a great employee are very low. You may desperately need to fill a position right away in order to get the work done, but if you hire the wrong person, the time you saved in hiring that person immediately will end up costing you a lot more in time and money. Develop a process<\/p>\n
In order to attract superior people, superior performance must first be defined and built into the job description. This is done through a performance profile, which emphasizes what a person must do to be\u00a0successful<\/em>\u00a0in the job. This differs from the traditional job description which is based on experience, skills, and education. Average performers have the right skills and qualifications \u2013 superior performers can do the job at a superior level! Basing your job description on specific performance objectives improves the quality of the applicants for your position, and improves the objectivity of your screening and interviewing processes.<\/p>\n","protected":false},"excerpt":{"rendered":" Have you ever hired someone who did not live up to your expectations? Have you ever hired someone who greatly […]<\/p>\n","protected":false},"author":1,"featured_media":143,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"_links":{"self":[{"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/posts\/101"}],"collection":[{"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/comments?post=101"}],"version-history":[{"count":0,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/posts\/101\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/media\/143"}],"wp:attachment":[{"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/media?parent=101"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/categories?post=101"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bureauconsultant.com\/wp-json\/wp\/v2\/tags?post=101"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}