Is an outdated hiring process holding you back?

Why would anyone tolerate a business process that has a failure rate of twenty, thirty, or forty percent or more, and not do anything about it? Take your typical hiring process, for example. Likely, there’s a fundamental flaw that’s costing you time, money, and growth. It’s quality of hire, and it affects new employee retention, job performance, and your prospects for achieving commercial success.

According to Leadership IQ®, 46% of newly hired employees will fail within the first 18 months. Almost 90% of the time, it’s related to attitude. So even though we may be good at hiring for skills and experience, it’s attitude that overwhelmingly accounts for most new hires underperforming on the job.

Critical soft skills are nearly impossible to evaluate in a face-to-face interview, meaning it can take anywhere from three to twelve months or longer to figure out whether or not we hired a quality person, or we made an expensive hiring mistake.

You just don’t know what you don’t know. We think that process is broken. Maybe it’s time to get off that merry-go-round and try a modern approach.

What if you could avoid:

• Hiring team disagreement on what a great candidate looks like.

• Candidates with great resumes that bomb the interview.

• Candidates that interview well but later fail to deliver.

• Early/unexpected resignations.

• Poor work style/culture fit.