How can you change your luck in hiring?

In 25 years as Retained Executive Recruiters, Brad and I have had the pleasure of conducting more than 2000 workshops for hiring managers, executives, and CEOs on how to hire more effectively.

In every workshop we ask the question: Looking back over the past 5-10 years, what’s your success in hiring? What percentage of candidates whom you’ve hired have lived up to or exceeded your expectations and what percentage fell short of your expectations?

On a consistent basis over those 25 years, most managers, executives, and CEOs would be jumping for joy if they felt they achieved a 50% track record on hiring candidates who met their expectations in the first 12 months on the job.

Is there any other process in your company that will you accept that level of random variability in hiring? How about the payroll checks you write, or the bills you pay for vendors?

I doubt it.

Why then do most hiring managers, executives, and CEOs accept average and mediocre results when it comes to hiring?

There are many reasons that lead to average and mediocre results in hiring and the acceptance of poor hiring practices. We’ll explore many of these in coming blog posts.

The number one reason hiring fails in most companies (whether you have 6 employees or 60,000 employee) is that there is no systematic process for hiring. Okay – maybe you’ve got a checklist, a few steps, and a couple of forms. However, the reality is that most hiring managers and executives do whatever they want to find, select, assess, evaluate, and hire candidates. There is not a systematic rigorous process across the company from manager to manager.

The minute you implement a structured, systematic and rigorous process across every hiring manager in your company, hiring accuracy will explode upward. Over the past 20 years we’ve seen companies that implement our simple 5 step Success Factor Methodology raise hiring accuracy from roughly 50% (standing at the crap tables) random results to successful hiring outcomes in the 80-90% range.

Imagine this for a moment: Every hire your company makes from the day you implement a structured, systematic, and rigorous hiring process – you’ll have an 80%-90% confidence level that person will achieve your desired results and outcomes.

No more crossing your fingers depending on luck and hope as the primary elements of your hiring strategy.

Take our FREE Hiring Assessment to determine if you’ve got a hiring process capable of finding, interviewing, and selecting top performers at every level in your organization.

Barry

Don’t forget to sign up for our LinkedIn Discussion Group on Hiring and Retaining Top Talent

Related posts:

1. Hope and Luck Are Not A Hiring Process
2. What Role Does Luck Play When Hiring Sales People?
3. On-line Programs This Week for Hiring Managers – August 24th