Hiring new employees can be a risky business, though it doesn't have to be. One of the more common mistakes I see in the hiring process is screening in candidates to the pool of finalists.
What exactly is screening in? It's the hope that you'll end up with a nice selection of final candidates to find that diamond in the rough. Making exceptions, creating shortcuts, or whatever means you use, but the result of the problem is that you intend to compare candidates to one another.
I’ve hired good people before, and I do OK.”
The trouble with this feel-good statement is that it relates almost entirely to turnover measurements. While turnover is a good measurement, engagement is even more important when it comes to business productivity and profitability.
Numerous reports indicate engagement as:
Many times, engagement is sabotaged from the start through the use of faulty job descriptions. We’ll talk about how to fix that shortly, but first…
There are 3 questions that must be answered before making a critical hiring decision:
1. Can they do the job?
2. How well will they do it?
3. Will they stay & perform?
While it seems simple enough, engagement, turnover, and productivity of most companies doesn’t reflect that these questions are answered sufficiently. In most cases, I think the questions aren’t really understood well enough.