What You Really Need to Know to Hire Right

So many mistakes are made in the hiring process…by candidates who accept a job for the wrong reasons and by interviewers who are not tuned in to what really works at their company. And those interviewing mistakes are costly. 

The new hires that don’t fit are unhappy, disengaged and stressed by thoughts of what it would take to leave and begin another job search. The company loses out with new employees who are not aligned with company culture or values, who are not engaged in their work, and who are likely to underperform or quit. The company pays the costs of the loss of productivity as they try to fill open slots, onboard and train new hires, and deal with the lowered morale of the workers who stay.

Hiring mistakes are much less likely to occur if you invest in proven behavior-based interviewing training. Your interviewers need to become skilled at sorting out who will fit your corporate culture and the job itself and who won’t. To do this, they need to be able to dig beneath the surface of savvy candidates who say what interviewers want to hear. What really counts is how the candidates will behave and act on the job, whether they will get along with coworkers, and how closely aligned they are with the company’s business strategy, culture and values.

Here is what you as an interviewer need to know to hire right:

1. Know what kind of organization you really are.
Yes, we know how marketing and recruiters want to portray the company in order to attract customers and top talent. But is this picture accurate? How do things get done on a day-to-day basis and what is the climate in which your high performing employees thrive? What corporate values do you actually reward and live? Answer these questions and then you will be closer to knowing what kind of employees will fit, contribute and stay. 

2. Learn from your mistakes.
Take a careful look at the employees who left. What were they looking for that they didn’t find? Perhaps they were more driven by status and power while your culture values teamwork and collaboration. Perhaps they were hoping to make a real difference in the world while your corporate culture is more focused on technical innovation than altruism. Perhaps they were thinkers who need structure while your organizational culture promotes intuitive thinking. 

Successful behavioral interviewers identify the critical few traits and attributes of their most successful employees and rigorously look for those qualities in those they hire. 

Learn more at: http://www.lsaglobal.com/behavior-based-interviewing-training/