Every time you read a Linked In discussion offering tips on how to ace interviews and create stellar resumes does the hair on your neck bristle? Mine sure does. Landing a job has become more about the ability to sell oneself whether the job is one you are suited for or not. It is the burden of the interviewer to discern fact from fiction.
Think about it. Resumes for the most part are professionally crafted marketing pieces. You can buy templates or pay someone to create one for you. Job responsibilities and accomplishments are wordsmithed to give the very best odds of attracting the hiring professional’s attention. In fact, resume writers flat out tell you the purpose of the resume is to get you to the interview stage.
The average resume is given a three second cursory view before the reviewer decides to read more. Job seekers know this and so the pressure to create that first impression is critical. Who cares if it requires a bit of exaggeration. That can be cleared up later… if it comes up. OK, so now thanks to a slick marketing piece you call what seems to be the best of the best for an interview.
But guess what… candidates have been prepped for that as well. There is an endless supply of articles and blogs on how to “ace an interview”. What is so sad is often these skilled interviewers are not the *right* person for the job. They just want a job, any job.
Before you know it, you hire the person who has a stellar resume and answers your interview questions with insight and aplomb, they pass drug screens and organizations are reluctant to give out references for liability reasons. You are in a hurry to get the job filled and the candidate pool is just too extensive and you don’t have time to give it the due diligence it deserves.
So you make the offer. And surprise, surprise! They accept!
This leads to that phenomenon that so often occurs a few weeks after the person has been in the job. You scratch your head, and ask yourself, “Where is the person I hired?” Honestly, nobody hires “losers” on purpose! You*were* fooled. Now very frustrated. You worry your credibility will suffer.
To add insult to injury, the Labor Department estimates that it costs one-third of a new hire’s annual salary to replace him or her—and obviously, those costs increase the higher up the corporate ladder you are hiring for. Most of my clients tell me it takes a full year to get new hires fully ramped up. That means 12 months before you can expect to start seeing a return on your investment.
Honestly, you cannot *afford* to make mistakes.
So what is an employer to do? How do you know the person you are interviewing will actually DO what they say they CAN do?
Is there truly a legal, objective, reliable, and easy way to tell fact from fiction?
You bet there is. It is called behavior assessment.
That in itself is overwhelming because there are thousands out there and many of them are excellent. It becomes a challenge to know where to start.
First, choose a tool that is EEOC compliant, easy to use and offers support. It’s one thing to have the information, it is quite another to know what to do with it.
Predictive Index® is a tool that is legal, easy to use, offered in 67 languages and offers customized solutions for our clients. We don’t start out by telling you what you need. You tell us what metrics you want to drive and we help you come up with a process unique to you. Usually in the process we uncover some areas that were perhaps overlooked initially by the client. These typically have a tremendous impact for our clients.
It this process works. What’s more, we’ve been proving it since 1955.
- 73 of the Fortune 500 are PI clients
- 65 of the Global 500 are PI clients
- 18 of the Top 100 Companies to Work For are PI clients
Contact me to see if we can help you. Tell me your industry and your most pressing problems. I’ll ask a few questions to see if we would be a good fit for one another. If I can’t help you, I’ll do my best to recommend someone who can.