Talent Recruitment – So good in the interview, so bad on the job

Talent Recruitment – So good in the interview, so bad on the job

“He was so good during the interview, so where’s the person we hired?”

Talent Recruitment

According to statistics released by PR News, 46% of new hires fail within 18 months, with another third rated as only fair to marginal performers – which means 81% of talent recruitment eventually prove disappointing.  And these results continue to occur despite advanced methods we see companies use to search the globe for top talent.

Poor talent recruitment is incredibly costly for organisations, both in terms of direct expense and the opportunity cost and disruption created as people cycle through jobs.  Because of these significant costs, there is a constant stream of articles with suggestions about how to improve hiring.  Some of these suggestions are classic (behavioral interviewing, multiple observations, etc.) and some are more exotic (simulations, talent intelligence systems, etc.), but none seem to get at the essential challenge of fitting person to role

Companies often hire the wrong candidate or fail to hire the right candidate because they do not have a systematic approach to identify and measure the eligibility requirements necessary to provide a complete picture of the applicant in relation to all the job qualifications.

Harrison Assessments’ pre-employment testing evaluates all the important eligibility requirements and suitability requirements in one integrated assessment that accurately identifies the IDEAL candidates. And, since our system enables you to predetermine the importance of each job success factor, you don’t have to interpret the assessment results. With Harrison Assessments’ talent recruitment, the system automatically identifies the most ideal candidates using a single score.

You can determine how well each candidate meets the ideal job requirements before you even look at resumes or start to interview

Following are some simple yet critical steps any company can take to make better matches and reduce the number of mis-hires.

1.Define the role in terms of effective results.  So many job descriptions focus on knowledge, skills, and experience – and not on the desired results and causal actions.  However, job performance isn’t measured on knowledge or skills, it’s measured on results and key activities, but job descriptions and interview protocols often focus attention in the wrong place – so it’s no surprise they often miss the mark.

Harrison Assessments’ provides a job analysis toolkit that enables you to create a Job Success Formula. The Job Success Formula automatically generates an online assessment, which measures all your job qualifications including eligibility requirements and behavioural requirements for specific jobs.

By measuring these requirements, you can determine how well each candidate meets the ideal job requirements before you even look at resumes or start to interview.

Our pre-employment screening solutions eliminates up to 80% of the administration work by identifying and sorting the less-than-ideal candidates, dramatically reducing the number of resume reviews and candidate interviews that are required. Other pre-screening and resume parsing systems don’t quantify each applicant’s level of suitability and eligibility.

2.Focus on “perspective” as well as behavior.  Bob Kegan, a Harvard psychologist, talks about perspective as a lens on the world – a way of understanding situations that changes motives, judgments, methods, plus the capability to see and create value and deal with environmental pressures.  A common cause of failure to perform is a mismatch in between the job demands and the candidate’s perspective.  To assess perspective during selection, you must surface the person’s thinking, not just actions, and focus on WHY the person made the choices they did.

The Harrison Suitability Assessment can help in this area as it is more than just a standard psychometric test. It is a complete job suitability assessment that measures interests, work values, task preferences, motivations, attitudes and other issues related to work satisfaction. This focus on behaviour competencies and job suitability factors enables you to hire, retain and develop top performance as well as generate greater work satisfaction

3. Make sure to ask about HOW, not just WHAT. Most companies now do some form of behavioural interviewing, which is an effective way to get information about skills.  However, most candidates also know that they are supposed to talk about behaviors – what they did in certain situations.  Harrison Assessments SmartQuestionnaire™ includes the most effective deception detection technology in the industry to ensure that a person really does play it and not just say it.

Harrison Assessments’ interview technology includes Job Interview Questions that ensure high quality and consistent interviewing which focuses on the key job requirements.

Harrison Assessments really can help you to be sure that a candidate is “So good in the interview – So good in the job.”

To find out more about Harrison Assessments click here.

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