Even Competent CEOs Make These 4 Hiring Mistakes!

Even Competent CEOs Make These 4 Hiring MistakesEven Competent CEOs Make These 4 Hiring Mistakes!

Are you hiring?  What do you do to select the very best people to interview and hire?
I suggest using our Predicative Index Assessment Tools but maybe you would like to stay with the best choices from the past.  If you do here are 4 areas that are easily overlooked, even for the most competent business leaders.

1. Posting a job description and not an ad. Time to hire a new Director of Finance? No problem! You go back to your archives and polish up the job description you used last time. Easy-peasy – hit the “post” button and the proverbial fire hose of applications come flowing through. Although even the most boring job description can get traction, the static created by the resulting pool of unqualified resumes, causes us to quickly abandon the inbound funnel and fire up outbound recruitment efforts.

Before posting that job description, think beyond skills and experience (what they know) and focus more on what personality and cognitive ability is necessary to function best in that position (who they are).  Next, start writing the ad from scratch, in the voice and personality of the person you are looking to hire. Even without a proper job assessment test or toolset, you will find that people looking at the posting will naturally weed themselves out if the description doesn’t resonate with them.

2. Love at first sight. A recent Career Builder survey revealed over 56% of hiring managers have caught job candidates lying on their resumes. Of course, you can’t assume that everyone lies on his or her resume, but some people have become quite skilled at crafting resumes that make even the most mediocre experience and job performance look amazing. As hiring managers, it’s our job to remember that a resume and/or academic background is only ONE of several factors to consider when determining who is the best fit for the position. At Changing the Focus, LLC, we have the mantra that natural behaviors (personality and cognitive attributes) are just as important as expertise or “hire the personality and teach the skills”. There’s nothing worse than hiring someone who may have a great resume, but isn’t hard-wired to excel within the position and your organization’s culture.

3. Off-the-cuff interviewing. The average recruiter spends 6 seconds scanning a resume before determining if the candidate should move along in the hiring process. And, when it gets to your desk, chances are you’re not spending much longer. Some studies suggest that the interviewers spend the first 2 minutes of an interview forming a bias about the candidate and the rest of the time validating that bias. Even worse, interviews are sometimes thrust upon us with 0 minutes to spare – you might as well just skip them. Taking just 20 minutes to prepare before an interview will give you enough time to review a candidate’s resume, LinkedIn profile, and also think of a handful of scenario-based questions that will take your unstructured interview to structured in no time.

4. Failure to predict on-the-job performance (OJP). Studies suggest that no matter how well you scan resumes and no matter how many people you have interview a particular candidate, your ability to predict OJP is almost negligible. Taking time to determine what the cognitive and behavioral demands of particular position are before you interview can have an amazing impact. Plus, leveraging tests that measure cognitive ability and personality, like the Predictive Index Learning Indicator and Behavioral Assessment, can give you a wealth of knowledge pre and post hire that dramatically increase predictability, employee engagement, and shorten the time it takes for someone to get up to speed.

Sound like a plan?  Let me know and I will set up sample assessments and reviews for your top people.

John Chappelear
Changing the Focus, LLC