© 2019 by Don Cruickshank 

Hiring Smarter 

A common frustration we hear from hiring managers and hiring teams is that they spend so much time screening and interviewing candidates yet have a success rate around 50%.

 

Why Does That Happen?

1) Your job posting says certain qualities are important.

2) These qualities are hard to measure.

3) You've told your candidates (via the job posting) that they need to convince you they possess these qualities.

4) 75% of the decisions made during most corporate recruiting processes are made by humans relying on their own intuition, rather than data (https://www.visier.com/clarity/measure-new-hire-failure-rates/).

5) Hiring Bias such as confirmation bias, groupthink, conformity bias, anchoring bias, comparison bias, haloing effect, etc, sabotage critical screening of applicants. 

▶How many of you have put the following in job descriptions,

"Strong communication skills"

"Great interpersonal skills"

"Solid organizational skills"

"Ability to work independently or as part of a team"

"Ability to work in a fast-paced environment and enjoys change"

- These are great qualities to look for! 

- Many most hiring managers have told us they do not know how to accurately screen for these.

- Using our profiling system you will gain accurate data about your candidate.

- You will no longer have to ask situational questions where the candidate presents their best self in their answer.

 

WHAT SUCCESS LOOKS LIKE

 

For seven years I was a Director at a non-profit and one of my responsibilities was to hire a contingent of 20-25 volunteers every year.  

Seeing similar non-profits struggle with volunteer retention and recruitment I knew there had to be a better way. Regardless of the types of standard interview questions, I would ask, I realized that I could not accurately and consistently receive the information about my applicants that would predict if they were a match with what we were looking for.

So I found a better path forward! And while the tools I was using at that time were not as sophisticated as what we now use they were based on the same philosophy - screening applicants for soft skills in the areas of problem-solving, processing information, managing change, and facing risk. 

As a result, we significantly increased volunteer retention as well as improving on and expanding the services we could offer.

Every year when it was time to hire our volunteers I knew that we had a well-qualified applicant pool reapplying and when there were available spaces we were not scrambling to find "somebody, anybody" so we could hire the best candidates for the job!

Unlike paid employees, volunteers are only intrinsically motivated. Therefore retaining high-performance volunteers is far more difficult than retaining high-performance employees, specifically in today's 'job seeker market!'

YOUR STORY

They were professionals. They had many years of training, education, and experience. They knew what made someone successful in their context because they themselves were successful. Yet, every time they sat around the hiring table they feared that it would be like last time, another Bob incident.  

 

It was only a few months ago that Bob was sitting around that table as a potential candidate. Bob had a polished resume, great experience, was able to answer all the questions, and his references checked out. Yet shortly after Bob began, trouble brewed. When it came to technical skills, Bob was great. In fact, Bob was an all-star in his field and most companies would have loved to have a 'Bob'. Yet the way that Bob processed information, problem solved, managed change and faced risk just did not line up with the culture.  

 

As the hiring manager and a few other leaders sat around the table waiting for their next candidate to come in they really hoped they would not hire another Bob. Yet even after reworking their interview questions, they weren't quite certain how to make sure that this hire would be different.

YOUR REALITY

As you are aware the costs of hiring are often in the $1000s of dollars even for entry-level positions. Those costs skyrocket into the $10,000+ range as you hire more senior levels. If you use a hiring agency the cost of hiring alone could be $30,000 or more.  So it only makes sense to hire right the first time to save on the cost and have the right person in place.

If you are not aware, the hiring success rate is right around 50% which is fairly poor and means you are paying the hiring costs twice, which could easily amount to $5,000 for entry-level positions and even more for more senior positions At DC Leadership Training & Consulting we help solve that problem by running top candidates through an assessment that reveals information about the person that you will never uncover from an interview.

 

Here are some statistics on hiring failures:

 

* 46 percent of all new hires fail within 18 months (Source: Leadership IQ.)

 

* 40-60 percent of management new hires fail within 18 months (Source: Harvard Business Review.)

* Nearly 50% of executive hires fail within 18 months (Source: The Corporate Leadership Council.)

 

* Only 19 percent of new hires can be considered an unequivocal success (Source: Center For Creative Leadership).

 

 

YOUR SOLUTION

 

At DC Leadership Training And Consulting we offer a solution to these common hiring pitfalls.

By using a profiling tool to benchmark the job description we provide objective data for the hiring manager/team to use so that they do not fall prey to one of the many hiring biases. These are some of the most powerful and comprehensive tools available today. 

Economy Hiring Smarter $200:

You will receive within 4 days:

*A profile report for up to 2 candidates highlighting how they align with the job posting. 

  

*A detailed report for up to 2 candidates on where you can expect them to excel/struggle. 

 

*A report for up to 2 candidates illustrating how each one is motivated.

*Understanding your top 2 candidates' natural strengths/characteristics & how they are presented in work/relationships.

Value + Hiring Smarter $500: 

You will receive within 3 days:

*A profile report for up to 3 candidates highlighting how they align with the job posting. 

  

*A detailed report for up to 3 candidates on where you can expect them to excel/struggle.

  

*A report for up to 3 candidates illustrating how each one is motivated.

*Clarity on how your top 3 candidates respond to challenges. 

*Knowledge of your top 3 candidates' natural strengths/characteristics & how they are presented in work/relationships.

*Understanding how your (up to 3) top candidates problem solve, process information, manage change, face risk.

*Information on how your top 3 candidates respond to rules and procedures.

Premium Hiring Smarter $1,000: 

You will receive:

*A profile report for up to 4 candidates highlighting how they align with the job posting.    

*A detailed report for up to 4 candidates on where you can expect them to excel/struggle.  

*A report for up to 4 candidates illustrating how each one is motivated.

*Clarity on how your top 4 candidates respond to challenges. 

*Knowledge of your top 4 candidates' natural strengths/characteristics & how they are presented in work/relationships.

*Understanding how your (up to 4) top candidates problem solve, process information, manage change, face risk.

*Information on how your top 4 candidates respond to rules and procedures.

*Training of how to create a strengths-based benchmark for your job description & future job postings.

*Training on comparing benchmarked job description & applicants profile assessments. 

We will bring in a layer of objective data that would otherwise be missing. You still retain full control of whom you hire!

 

If you want to hire better, we want to do business with you! 

 

 

 

Don Cruickshank, MALM (Masters in Leadership & Management)

*Certified in Team Leadership

*Leading From Your Strengths Certified Trainer, Coach, Consultant

 

- Empowering individuals and organizations towards creating successful futures