You walk your candidate to your office, offer them a seat and begin to engage in a little small talk to get the conversation warmed up.
The candidate suddenly notices your picture of a golden retriever and exclaims, “I have a golden too! His name is Teddy. And boy does he know what button to push to get anything he wants. Those soulful eyes get me every time!”
“Oh gosh, I know what you mean! Mine does the same thing. I can’t remember the last time I ate a meal without feeling guilty.”
And so the conversation rolls on about dogs, past pets that have passed away, hobbies you both share and before you know it 20 – 30 minutes have slipped by.
What have you accomplished in this short time? A bond! A relationship! You genuinely like this person. If you are honest with yourself your objectivity has been compromised.
This happens all the time. We interview someone and we *like* them. Without consciously realizing it we have morphed the demands of the job to fit the individual, or read more into their abilities than is actually there. We end up making a hiring decision based on our gut, a vibe, your connection, whatever you want to call it, but it isn’t objective. Fast forward a few months, or even a year down the road and you realize this person isn’t meeting your expectations for the position. No surprise there.
Big Data and Analytics are huge these days. Its the buzz everywhere. And for good reason… they are objective.
Hiring is often seen as a necessary evil. It is so tiring. So time consuming. Until managers begin to realize that hiring is *one* of their most important responsibilities and get serious about creating an objective process they are doomed to be stuck in a viscous cycle of churn and burn.
There is a better way. Predictive Index™ has a 6 Step Process that works for any position.
1. Final Job Description with measurable outcomes.
2. Create a PI Job Assessment to create your benchmark.
3. Write a job ad that will attract the type of candidate you want.
4. Evaluate the Fits and Gaps between the candidates’ PI® profile and PI Job Assessment.
5. Prepare your structured behavioral interview questions.
6. Selection decision.
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We all know the direct and indirect costs of turnover. No one can afford it anymore. There is more at stake than ever before in hiring in terms of hard and soft costs. How much is turnover costing you?