Are traditional hiring and interviewing techniques sometimes inadequate? You bet. If you don't know what you're doing, hiring can be a very expensive game of chance if you lose.
Here are a five reasons you'll want to leverage some of today's tools, technology, and recruitment experts in the hiring process.
The majority of applicants “exaggerate” to get a job.
Most hiring decisions are made by intuition during the first few minutes of the interview.
Two out of three hires prove to be a bad fit within the first year on the job.
Most interviewers are not properly trained, nor do they like to interview applicants.
Excellent employees are misplaced and grow frustrated in jobs where they are unable to utilize their strengths.
How can you ensure you're navigating these hiring roadblocks effectively, so you can get back to focusing on achieving your company's goals?
Understand The Applicant Mentality
The most difficult thing to determine, as well as the most important part of the process, is identifying the skills candidates bring to the job, but each applicant wears a “mask.” A good interviewing and candidate selection process discovers who is behind that mask and determines if that person is the best match for the open job requisition.
By getting a better understanding the applicant’s personality style, values, and motivations, you are guaranteed to improve your hiring and selection processes.
Using Behavioral Assessments & Personality Profiles
Leveraging pre-employment profiles can be an important aspect of the hiring process and is increasingly being used by employers in a variety of industries.
Using behavioral assessments and personality profile allows organizations to quickly learn more about the candidate and how they will potentially fit in and interact with their co-workers, customers, and / or direct reports. These types of profiles and reports can be an accurate analysis of applicants' behaviors and attitudes, which are otherwise left to total subjective judgment.