Most employers use a combination of a job application form, 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:
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 accurate 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:
Adding strategies like job fit assessments and high performer models will increase your selection accuracy minimizing your hiring mistakes! Contact us to get started today.
Tailoring your recruitment and hiring strategies by sorting and ranking your applicants will save time and money because you won’t spend time on poorly qualified applicants.
The process of customizing your hiring system follows these basic steps:
Unlike an interviewer, an assessment is never distracted, rushed, tired, or biased. Clients usually experience the following immediate benefits from HireSmart pre-employment assessments:
HireSmart assessments function as an objective data point within your current hiring process. The information from job applications, reference checks, background checks, and interview questions continues to be collected. The final hiring decision is based on all of the information that is collected.
Of the thousands of assessment tools available in the marketplace, very few have the technical capabilities to deliver the reliable and accurate data you need when making a serious business decision. Here are some guidelines on what to consider:
Over the past 20 years we have used a wide range of assessments in a variety of industries to find the hiring tools that produce the desired results or outcomes. Through this experiences, we have assembled a portfolio of the tools we know will deliver the desired business outcomes. Contact us to discuss which assessments will work best for your budget.
Job related assessments are essentially the only way to document objective and non-discriminatory hiring practices. High quality hiring assessments will provide fair and equal employment opportunities to all applicants. Assessments must avoid adverse impacts against any protected groups. HireSmart assessments establish documentation of a non-discriminatory talent selection process. Any selection decision must incorporate information from a number of data points, including the candidate’s skills, competencies, personal qualities, education and experience.
Your new hiring strategy can usually be fully operational within two or three business days. Hiring managers can use the high performer models, manager fit, team fit, onboarding and coaching strategies immediately. During the next few months, you will observe improvements in your quality of hire and new hire performance levels. At six months, you will begin to see reductions in turnover. At twelve months, a comparison with baseline analysis will verify the contributions (ROI) of the new hiring strategy. Now you can fine tune your hiring system for even more dramatic improvements.