Adding job fit assessments and high performer models will increase your talent selection accuracy while minimizing your hiring mistakes.

Most employers use a combination of a job application forms, interviews, resumes and reference checks. These are Traditional Hiring Methods, and they are best described as subjective. While they do provide useful information, these methods are highly vulnerable to data distortion and falsification. Resumes are often exaggerated or falsified, and interviews are greatly influenced by “first impressions, appearance halo effects or chemistry.” Today, candidates often have been coached in interview responses. References are often groomed. Research shows the relative accuracy of Traditional Hiring Methods as:

    Interviews (14%) + Reference Checks (12%) = only 26% accuracy

If these are the only methods you are currently using, chances are you’re making hiring mistakes on 3 out 4 new hires because you don’t have enough quality information!   Using pre-qualifying questionnaires, integrity screenings, job fit assessments, high performer models and background checks can provide you with more accurate information to guide your hiring decisions. This information is objective, and not as vulnerable to distortion. Validity indicators on assessments also will verify the authenticity or candor of the candidate’s responses. Research shows the relative accuracy of these hiring strategies as:

Interviews (14%) + Reference Checks (12%) + Personality Assessment (12%) = 38% accuracy

 All of the above + Ability Assessment (16%) = 54% accuracy

 All of the above + Interest Assessment (12%) = 66% accuracy

 All of the above + Job Matching, High Performer Models (11%) = 75% accuracy

What Do Your High Performers Have in Common?

Wouldn’t it be great to understand what drives your top performers so that you can hire people with the same talents, qualities and competencies? By developing High Performer Models you can! You can compare your candidates to the ideal candidate to reduce hiring mistakes.

Building a High Performer Model begins with identifying the human qualities, competencies, and talents that your high performing employees have in common.  Through a brief study of the current high performers, you are able to identify the key characteristics driving their performance, whether it be personality traits such as assertiveness or extroversion, aptitudes in areas such as critical-thinking or creative problem solving, or combinations of personality traits and cognitive abilities.

Business Outcomes

High Performer Modeling is a strategy for establishing a ‘blueprint’ of the ideal candidate. Business Outcomes include:

  • Selecting more top performers
  • Using the model for coaching
  • Better team fit
  • Better manager fit
  • Lower turnover
  • Higher productivity
  • Longer tenure

Next Steps

Contact Us to improve your Candidate Assessment Strategy Canada.

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