Although, most HR Managers are dealing with stacks of resumes, rather than lumber – they should live by the same principals when selecting a candidate. While the extra work and time used to asses, or measure the aspects related to a future candidate's potential success in a role can instigate neglect during hiring – the payoff is far greater than the possibility of re-hiring.
Here are 3 reasons HR Managers select the wrong candidate for the job:
1) Misleading Job Description:
Those who ask, shall receive – as
the saying goes. Organizations that fail to conduct thorough analysis
of the job and competencies necessary to fit with and succeed in that
role, will often fail to attract the right candidates. A written
description identifying a job by title, essential functions and
requirements – a well-crafted description also spelling out the
knowledge, abilities and skills required to perform a job successfully
will in the end attract those most eligible. These additional
descriptions can also be extremely helpful with employee training and
career development. Also, once effective job descriptions are crafted,
business owners can be more effective at reporting relationships and
working conditions in their business communities.
2) Not Evaluating the Whole Person: 
Hiring a candidate who has the right
personal characteristics and motivations to fit with the job, but lacks the
knowledge, skills, or abilities to perform the job well leaves your
organization in a positions of deciding after the fact whether you can train
your new hires to develop the necessary skills – an endeavor that may prove
less than cost effective. Hiring a candidate who has the right skills but lacks
the personality/motivational fit with the role often leads to employees who
dislike the job and view it only as a stop gap until something better comes
along. Selection processes that address as many of the critical job
competencies as possible will be the most effective in helping your
organization to identify the right candidates for the role. Unfortunately, assessing all aspects related
to a candidate’s potential success in the role can be somewhat time consuming –
there is no “magic test” than can measure all of the critical competencies for
a given job in 10 minutes or less. But
if you are willing to invest a little extra time in the pre-hire process, the
payoff will be higher quality employees who stay on the job and generate
revenue for your organization.3) Ineffective Hiring Process:Many recruiters and hiring managers view the talent selection process as simply a “necessary evil” – merely a series of steps through which candidates must pass or boxes that must be checked off in order to eventually fill open positions. They often fail to review the effectiveness of the hiring process itself, and therefore ineffective talent selection systems can become embedded in an organization simply because, “we’ve always done it this way.” Organizations that truly understand talent selection, understand that the process should be an evolving one. Constantly being reviewed and improved over times as jobs change, organizations change, candidates change, and cultures change. Regular and continuous research should be conducted to analyze the quality of hire resulting from the selection process itself and to identify opportunities to improve the talent selection system.
FurstPerson Solution:
Companies that want to hire strong performers and reduce attrition – know the importance of Talent Selection. Hiring is expensive, time-consuming and has important consequences for the business. Companies that engage in high volume hiring for front-line positions, such as call centers or retail stores, want to reduce the amount of “person hours” spent reviewing and comparing candidates. The use of well developed, standardized, valid, objective, and automated selection tools is an excellent way to let technology and science do the “heavy lifting,” accurately and reliably predict a candidate’s likelihood of on-the-job success, and focus the company’s time and resources on only those candidates who have been “pre-qualified".
– What mistakes have you made when hiring a new employee? Please submit your response below.
All information compiled in this blog post was gathered from "How to Measure Contact Center Skills Using Multimedia Simulations." – compiled by FurstPerson.
To read the full text and discover more solutions that help candidates find a job they will love and enable clients to hire people that will perform well, be satisfied, and stay with the company – visit www.furstperson.com.
Hire Furst, Hire Right – FurstPerson
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