Helpful Tips to Improve Job Match Through Employee Selection and Hiring  |
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 Organizational turnover in the workplace has risen to epidemic proportions as have its associated costs. These cost include the hard, tangible costs such as severance pay, recruitment costs, orientation costs, time spent reviewing resumes and conducting interviews, as well as pre-employment drug screening to name a few. Other major costs of employee turnover are more difficult to quantify but still have an impact on an organization's bottom line. These costs include reduced employee morale and productivity for starters.At the heart of the problem are poor hiring decisions. A recent Harvard Business Review study estimates that 80% of turnover can be blamed on mistakes made during the hiring process. 80%! We've made a short list of helpful ideas that can help your organization to make better hiring decisions. Strategically Decide to Improve Job Match - The first step to improving your Job Match is to strategically and consciously decide to raise the bar as a team and organization. Purposefully review past hires that were not a good job match and ask yourself, "What did each poor hiring decision cost us?" When you consciously do so, you will improve your "Job Match Mindset" - the first step to improving your Employee Selection Strategy. Do not rely on the interview - When it comes to landing a job, most candidates are incredible actors. We are not trying to imply that they are being deceitful, but rather that they will appear to be what they feel the employer is looking for in the ideal candidate. This is often not who the candidate really is and that won't become apparent for some time after he or she is already on the job and has become an emotional part of your team. Pre-Employment Testing and Assessment Improves Employee Selection A Michigan State University study suggests that a job interview alone only predicts a successful hire 14% of the time. This is due to the highly subjective nature of the job interview including a Halo-effect we fall victim to when we hear and see all the right things from the candidate. Using job benchmarking techniques that match the behaviors, values, and skills of an employee with those needed for success in the job can raise the chances of a successful hire up to 75%! Use the results of a personality Profile assessment to probe for any possible issues that you might have with the candidate. Hire for the long term - While a new hire must be logical for an organization's immediate needs, hiring talent that will drive future revenue growth and profits is always advisable. Think about where you see the position fitting into the strategic plan of the organization. Use this analysis to hire the talent that fits in with the strategic plan. An employee might be a good choice for the short term, but will he or she be right for the job in three or five years?  Use a standardized hiring process - develop and implement standardized hiring procedures and processes. Doing so can help to make hiring decisions much more objective and can reduce liability exposure from lawsuits for employment discrimination. Using a standardized assessment such as a validated personality assessment test for each candidate being seriously considered for the position is a great method to increase hiring success.Have a clear understanding of the position - It is far easier to hire the right talent for the job when you have a clear understanding of what success in that position entails. Benchmark the position based on the performance of top performing current employees. Talk to these team members and get a good sense of what it takes to perform at a high level in that position. Understand the behaviors, values, and skills these team members possess and hire candidates that share these qualities. Get management and supervisors involved. Ask them to list all the job duties a position requires and determine what is needed for success in the position. Hire only the best - certainly no organization seeks to hire sub-par workers, but often do so out of a feeling of necessity to get somebody into the job. What happens in three months when the employee turns out to be a dud and the process must be started over again? Wouldn't it have been better to keep looking to hire a talented candidate for the job in the first place? Having a talented workforce also drives revenue growth and ultimately profitability. Understand the cost of a bad hire - This is a follow up to the last tip. Not only will hiring the wrong employee cause your organization to restart the employee hiring process over in a few months when the employee leaves or is let go, but it can also carry significant costs. The costs of replacing a single worker vary with source, but have been estimated at 1/2 the annual pay and benefits for a low skilled, hourly worker to several times the annual salary and benefits of a member of upper management. Hiring the wrong employee for the job can also cause team morale to suffer, production to falter, and place undue stress on already limited resources.  Match the talent to the job - Often times an organization receives applications from highly skilled and educated individuals with impeccable backgrounds. Unfortunately they are over-qualified or do not have the exact skill set needed for successful completion of the job. Excited with the possibility of having such an individual on the team, a job offer is extended anyways. In a tight labor market this candidate is likely to accept even if he feels it isn't quite what he or she is looking for. We all have to pay the bills right! In a short while though the new employee becomes discouraged with his position, feels the work is not challenging enough, senses a lack of opportunity for upward mobility, or just doesn't like what he is doing and leaves. With a poor hiring decision such as this, both parties suffer. Don't be afraid to pass up on these employees despite your desire to have such a talented individual on your team. Follow the law - Have a clear understanding of all legal requirements during the hiring process. Failure to do so can expose your organization to potential legal liabilities. If an individual files suite and wins, the consequences for your organization could be harsh and devastating. Be sure to use only validated employee selection assessments, tests, and profiles during the selection process. The personality assessment tests used by the Rainmaker Group are highly validated and can protect your organization from unwanted lawsuits. ---------------------------------------------------------------------------------------------------------- Following these tips can help to greatly improve the levels of hiring success in your organization. Combining these tips with a powerful personality assessment and job benchmarking process can help you raise your chances of a successful hiring decision up to 75%. Give the Rainmaker Group a shout today and start Maximizing Possibility in your organization! 1-866-988-RAIN  Additional Information and Resources  |
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