Uncovering the Science Behind Smart Hiring
Hiring is hard. Regardless of the industry or the position, hiring managers all face similar challenges. From finding qualified candidates to evaluating whether they are a cultural fit, the hiring process is riddled with what can feel like insurmountable challenges.
The reason hiring is so challenging is simple: uncertainty. Hiring managers are uncertain about whether candidates are right for the job, and candidates are uncertain about whether the company is right for them. It can often feel more like a blind date than a business deal. Luckily, there are strategies that can help reduce your chances of hiring the wrong candidate.
The Rule of Four
It’s impossible to judge a candidate based upon one 30-minute interaction. Even more, it’s ineffective to base a judgment on a single interpretation. Both candidates and interviewers are subject to poor performances, and every interviewer has some sort of natural bias. Without even recognizing it, every individual connects better with different types of people – introverts versus extroverts, older people versus younger ones, etc.
When interviewing candidates, incorporate the rule of four. High-potential candidates should all have individual interviews with four key people at the company. After the interview, each of those key players should complete a score sheet, where they rate the candidate based on specific areas, such as qualifications, cultural fit, ambition, or professionalism.
By using the aggregate score to judge a candidate’s fit with the company, hiring managers are able to overcome any one interviewer’s biases, as well as any single poor performance.
Leveraging Science-Based Insights
One of the biggest challenges faced by hiring managers is identifying the metrics that predict success, as opposed to relying on the information that is readily available. It can be easy to be swayed by credentials or notations about past performance, but both of these elements are notoriously misleading. Most often, an individual’s degree has no correlation with his or her ability to perform, and data about past performance doesn’t take into consideration factors such as other contributing team members.
The most reliable information comes from science-based assessments and analysis. While it sounds intimidating, assessments such as DISC and Workplace Motivators are available to hiring managers who value objective data to uncover the underlying strengths and weaknesses of candidates.
Remove the uncertainty from your hiring practice by leveraging the tools and techniques that have been developed over years of research.
About the Author
Following more than three decades of business expertise, Tony Edgar has joined forces with FocalPoint Business Coaching to create innovative results for business owners, CEOs, and executives across Southwest Florida. Driven by his focus, decisiveness, effective communication skills, and easygoing personality, Tony is an efficient and dynamic coach for business leaders who are looking for high-end results. Tony specializes in improving the efficiency, productivity, and profitability for his clients.
Start the conversation on how FocalPoint’s science-based assessments can improve the hiring cycle for your company. Schedule your free 30-minute business consultation with Tony!