The Top Ten Mistakes Overview
We conducted a formal research project with more than 100 companies, supplemented with an additional 20,000 interviews with CEOs over 25 years.
Our research project verified that we were on the right track in utilizing the Success Factor Methodology in our Executive Search Practice.
Upon completing the Research Project identifying the TopTen Hiring Mistakes, we modified our internal Success Factor Methodology so that you could adapt this simple approach into your hiring process.
Recognizing the Top Ten Hiring Mistakes and having the tools to overcome each one will dramatically raise your success.
The Top Ten Hiring Mistakes
If all you're seeing are applicants floating near the surface of the candidate pond, you're doomed to fail before you even start! You MUST COMPEL top talent in the deep end of the pond to get excited about your opportunity.
Participants in our Research Study found that when traditional interview techniques were used, hiring mistakes frequently occurred. A lack of deep probing questions to validate candidate stories led to embellishment and exaggeration.
Most interviewing training and interview methodologies focus purely on past performance - an approach known as behavioral interviewing. Hiring mistakes occur when only focusing on this technique.
Most job descriptions are worthless as a hiring tool. At best they are a listing of minimum, average, and medicore qualifications that are misleading in predicting success.
Traditional interviews are useless in predicting future success. The tribal method of hiring consists of asking the standard canned interview questions.
Picking top talent is not the same as ordering at the drive-through window of your favorite fast food restaurant. The fast food method of choosing candidates is a recipe for disaster.
Positive snap judgments, also know as positive first impressions, led many executives in our research study to hire candidates they "liked" in the interview, but could deliver the required results.
To the best actor goes the job. How many times have you hired someone who blew you away in the interview, only to be disappointed after the hire?
Not understanding what motivates top talent can lead to pain and frustration after months of recruiting and interviewing when the candidate rejects the offer.
With each increasing day a position is unfilled, desperation grows and a strong heartbeat becomes a strong deciding factor. Desperation hiring forces cutting corners and eliminating critical steps.
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