How much is this costing you today?

Most of us hate to make mistakes. It doesn’t feel good even when you learn something new as a result. It certainly doesn’t feel good when it costs you or your organisation money.

Probably the most expensive mistake you can make is hiring, promoting or rotating the wrong person for a specific job. Why? Because it has direct and indirect costs. But, more importantly, it can create lasting damage and impact!

One new client told me recently that getting it wrong in the past with just one person cost them €100K in severance costs alone! And this is a small business! Ouch!

If you’re a HR recruitment advisor or recruitment consultant you put your reputation at risk every time you make the wrong recommendation to a hiring manager.

If you’d like to avoid getting it wrong in the future then contact us today or join our next webinar.

What are the consequences of getting it wrong?

There are many good reasons why this happens and most of them are simply due to a lack of awareness of some important factors such as:

Hiring is a systemic process – put a bad apple into a barrel and watch the impact on the other apples
With traditional methods of CV and interview you have about a 20% chance of getting it right – not great odds
Most psychometric tests are highly generalised and are not able to measure the specific requirements of a given job – it then becomes a guessing game
Candidates have a vested self-interest in giving what they perceive to be the expected answers and can therefore easily deceive interviewers both in how they answer assessments and how they answer questions during the interview
Personal bias means we tend to hire people we like, who are typically like us and not necessarily the best person for that specific job – it might be a good rapport builder if the candidate is interested in soccer but what if we end up with 11 goalkeepers on our team?
Interviewing is a multi-faceted competency that requires the integration of several skills that many hiring managers simply don’t have. These include: building rapport, asking appropriate questions, listening, observing body language, probing, switching off assumptions, time management, being prepared, organised and structured, speaking clearly, checking for understanding, demonstrating leadership, having a vision of the future, [add your own here]
Thinking that it’s a one-way street – that it’s all about the interview and about you choosing who to hire and not recognising that the person being interviewed is also assessing whether they want to work for you and your organisation
Poor decision making – a lack of consistency in the interview process and amongst interviewers making it difficult to arrive at a consensus decision
Poor follow up after the interview – no proper system for keeping in touch with candidates to keep them engaged in the process
Not knowing how to convince your ideal candidate to accept the position and then settling for 2nd best. Not all candidates may want to work for you, especially if they’ve had what they perceive to have been a bad interview experience
No proper on boarding which contributes to the onset of disengagement early on in the employer-employee relationship.

Just imagine if there is a way to avoid all of the above and:

Match people precisely to the requirements of a specific job – no more guessing, no more mistakes
Save time and money by automating and simplifying the entire recruitment process (except the interview)
Improve interviewing skills and tools leading to a consistent candidate experience

I found this interesting infographic that highlights the scale of the problem.