This blog is dedicated to helping managers and employees.
Our mission is to help HR improve employee selection, engagement and retention.
John Bishop’s Core Beliefs:
- Hiring is the front door to your future success.
- We can’t stop turnover entirely, but you can slow it down significantly.
- Mission Statement + Hiring Statement (culture).
- Focus….Ownership….Continuous Improvement
- AI is changing everything at speeds never seen before.
- Hiring can be your competitive advantage
Hiring Right: Avoiding the 7 Deadly Sins
Recruiting top talent is crucial in today’s competitive job market. HR professionals play a vital role in attracting and selecting the best fit for your company. Managers can help. Here are the seven pitfalls to avoid during the hiring process:
- First Impression Fiasco: Don’t let a handshake or liking the same sports team overshadow a candidate’s qualifications. Focus on a structured interview process that uncovers skills and experience.
- Cookie-Cutter Clone: Hire for talent and potential, not just someone who resembles the existing team. Diverse perspectives strengthen your company.
- Fear Factor: Don’t settle for a “B” player just to avoid a hiring delay. The cost of a bad hire is far greater than a patient search for the right person.
- Friendship Favoritism: Hiring a friend because of personal connections undermines trust and team morale. Maintain a fair and objective process.
- Monologue Madness: Interviews are a two-way street. Let candidates showcase their skills and ask questions. A talkative manager gathers less information.
- Speedy Selections: Rushing the hiring process can lead to costly mistakes. Take the time to thoroughly assess all qualified candidates.
- “Gut Feeling” Gamble: Intuition can be helpful, but it shouldn’t be the sole deciding factor. Base your decisions on concrete evidence and a well-defined selection process.
By avoiding these pitfalls, you can transform your hiring process from a vulnerability to a competitive advantage. Attract top talent, build a strong company culture, and achieve your business goals.
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Question for Discussion
Employees today are saying: “Validate me as a person or lose me as an employee.”
How are you validating your individual employees?
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The Challenge of AI and Hiring Misinformation
The rise of AI in recruitment brings both benefits and challenges.
The Problem:
- Candidates can inflate accomplishments and use multiple targeted keywords to trick HR software.
- Estimates suggest over 70% of resumes include misleading information.
- When candidates can’t perform the advertised tasks, they often turnover.
The Impact:
- Increased turnover when unqualified candidates are hired.
- Turnover costs can be 50-75% of an underperforming person’s annual salary or wage.
- Stress levels go up as team members pick up the duties of under-performing employees.
- Managers’ time is focused on fixing underperforming employee issues.
- Employees wonder why the problem took so long to resolve. Then, they start second guessing the manager on other issues.
Potential Solutions:
- Science-based assessments: These can provide an objective evaluation of a candidate’s skills and suitability for the role. Quality, 3rd party assessments with targeted interview questions will minimize costly errors. Goal: fit the job, the team, the manager and the culture. Save money by purchasing qualified assessments.
- Develop a Hiring Statement: A Hiring Statement is a short, positive, non-discriminating statement about the employee characteristics needed to fulfill your Mission Statement. It is both a benchmark and a constant reminder of the talent you need to succeed.
- Before any hiring decision, answer these five questions:
- Will this candidate add talent to the team?
- Will this candidate take ownership of the job?
- Will this candidate work well with the existing team?
- Will this candidate work well with my management style?
- If hired, what will I do to help this person learn, grow and succeed – quickly?
Overall:
AI can streamline recruiting, but it’s crucial to stay vigilant against misinformation. AI is coming to society at a breath-taking pace. This is a good time to review what we have done in the past and evaluate the needs for the future.
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