If you are like many hiring managers, you feel that hiring can be random. You don’t really know what you’ve got until the employee has been in the position for 6 months.
I know of a company that hired a COO through a headhunter, and they had to let him go after just 9 months. That was at least a $300k mistake, and that’s just the cost in hard dollars. The cost for a committee to interview many candidates (now having to do it all over again) and the opportunity cost of having another employee stretched thin, doing double-duty to fill this role are probably another $300k.
There are many steps you take in hiring your employees. All of these are important steps to take – yet they’re also easily manipulated by applicants.
- Resume – stretches the truth and rewritten by a professional
- Cover letter – rewritten by a professional
- Interview – coached and refined through mock interviews
- Reference checks – either over-the-top praise, or just name, rank, and serial number…
After the process, did you get to know the person who will show up on day 1, or the well coached version, who took his behavior modifying medication that day ?
There has to be a better way, and there is.
You need to add assessments into the mix to make sure your prospective employee will be a good fit for the position and the company. In only about an hour, it’s possible to assess the candidate’s Emotional Intelligence, values, skills, behavior and acumen for the job. These assessments have been proven to meet and exceed OFCC regulations and are non-discriminatory and fully EEOC compliant, giving you comfort with the process. With job benchmarking, we have seen year over year retention rates of 94%, making the hire more of a sure thing than a crapshoot.
Not only are the TTI Assessments good for new hires, they can also be used to evaluate and coach existing management and staff. To learn more visit our Assessments page.