The majority of businesses don’t actually evaluate a hire’s performance. Instead, they place a greater emphasis on measures like cost-per-hire and time-to-fill without taking into account whether the candidate they finally chose for a position was successful in it. Since most businesses believe that fulfilling a job leads to success, regardless of whether the person completes the task for which they were hired, the issue of quality is sometimes overlooked in the discussion.
Employers frequently use criteria like degrees, assessments, behavioral interview questions, personal skills, or other elements to assist in deciding which candidate to recruit for a certain position in order to avoid making solely intuitive hiring decisions.
Studies examining this same issue have recently challenged conventional wisdom about what makes a good hire. In reality, using the conventional hiring procedure of merely looking at resumes and doing interviews, there is only a 50% chance of making a good hiring choice. What other business process would you like to see fail 50% of the time? It’s likely that the leadership outcomes as a top priority. When it comes to hiring new employees, the failure rate is mysteriously ignored as a necessary evil, never measured, or measured as “time-to-fill” as opposed to the quality of hire.
Factors that predict the success of hiring
A demonstrated track record in former jobs, general mental capacity (aptitude), and behavior that are more strongly correlated with success are factors that are more likely to result in the best candidate.
Grade point average, personality, physical appearance, and answers to trick questions are all factors that are less likely to predict success.
Numerous employers have rigid requirements for minimum GPAs or degrees from “elite” universities. Studies reveal that there is relatively little relationship between on-the-job performance and academic achievement or a school’s reputation. Being book smart does not guarantee success in the workplace; on the contrary, just the opposite is true. Perhaps for a couple of years, grades may serve as a performance indicator. After that, however, on-the-job performance and other maturity-based characteristics start to serve as more reliable indicators of success. Employers miss out on people who might have a lot to contribute by excluding them based on a random GPA or lack of a degree.
The ability to generate high-caliber work on the job, perform consistently, handle real-world challenges, and put forth innovative strategies is now more important than whether a candidate graduated in the top third of their class or from a prestigious university.
Using personality tests was relatively bad for selecting and managing talent pools, even though they can provide insights into team dynamics and improve connections between managers and employees. Employers can also be influenced by flimsy traits like personality and looks while interviewing individuals. According to studies, employment judgments are frequently made by interviewers after the first 90 seconds of the interview. These judgments become wrong hiring decisions later.
Attention: These cognitive biases have the potential to conceal other admonitions that could appear during the interview or be discovered during a final review. Avoid making rash decisions and look further to make sure the applicant genuinely possesses the abilities and personal qualities required for the position. Even though a candidate may have a vivacious personality, this trait does not always indicate success in the workplace.
Examine the applicant’s prior work performance in detail. Did they take on more responsibility as time went on, or were they confined to a more specific position? Is the applicant willing to try new things or take unconventional approaches to problems? Did they show initiative or assume a leadership position? Is the candidate autonomous and capable of thinking beyond the box? And how do these actions contribute to business success in your organization?
To probe deeper, though, does not entail posing trick questions or brainteasers to test a candidate’s capacity to “think on their feet.” These types of interview questions were a well-known practice at Google, but the company eventually stopped using them since they did not yield the expected outcomes.
Make sure to give yourself enough time before the interview to structure the questions and feedback so that the emphasis is on the candidate’s prior work performance. Inquire about the positive and negative aspects of their previous positions. Find out why they left their previous position and why they are currently looking for a new one. Inquire about their future intentions for their careers and how the job you are offering will fit into them. Ask them what they anticipate from the new position. Does the applicant have a clear reason why they are interested in the position you are offering or are they simply looking for “any job”?
Steps to be taken by the employers
Although there is no secret to finding the ideal employee, employers are more likely to succeed in the hiring process if they:
- Specifying what constitutes success.
- The creation of a concise job description.
- Establishing a transparent, fair hiring procedure, providing regular, precise, open-ended inquiries intended to collect information regarding the candidate’s background, ability, drive, and fundamental behavior.
- Questioning their own bias and how it affects their perceptions and conclusions.
- Making sure that candidates are evaluated using the same rating scale and educating hiring managers on how to give impartial evaluations of candidates.
- Hiring managers should also focus on the skillset and budget for a particular position.