Employee Retention

So an applicant is sitting across from you or on Zoom and you just read this Inc article about 85% of job applicants lying on resumes. In the article there are three ways to spot a liar. The trouble with that is the time it takes to do that diligence. Determining which applicants are lying takes a lot of time as well as a good interviewer. Added to that is the reliance on ATS systems to screen for specifications for a job looking for keywords. Applicants are getting wise to it and customizing resumes to get past the filters in hopes of an interview. I read another article where it is estimated millions of qualified applicants are rejected because of requirements that are too restrictive. Job descriptions are often written with requirements that are more restrictive than needed. Is 5 years of experience really necessary or just desired? Is a college degree required or could focused experience serve the same purpose? An ATS system is too literal. There is no room for interpretation. You either meet the requirements or you do not.

Are managers a bit lazy, or way too busy? Take your pick, but it results in pulling outdated job descriptions off the shelf. Those descriptions do not accurately determine what is needed to do the job. The adage ‘hire slow – fire quickly’ holds true. You need to take the time to accurately describe what skills, experience, and education are really necessary. And the list goes on.

On the personality side take the time to think through what behavioral style elements are needed to deliver the results expected in that specific job. There are tools to help you do that effectively. We supply such tools and have used them for over 25 years. They are extremely helpful if you are trained and know how to interpret the results. If you don’t know what you are really looking for, how do you know if you will find it?

Our selection tool requires a behavioral benchmark. That typically is not available, and we meet resistance to do the work to create it, so we clone their best employees in that job. By clone I mean we use our assessments to create a profile of shared behavioral traits. That works surprisingly well.

If the resume is potentially professionally written and contains misinformation, why even read it? So how about loosening the requirements to what is the absolute minimum necessary for the position? In today’s relentless quest to find talent are we relying too much on computer algorithms, well-written resumes, and not considering pure capability? Are savvy applicants figuring out what keywords ATS systems are looking for and seeding their resumes with those words hoping to get an interview? Once you get pulled into a resume it sets up a bias.

I recently had a conversation with a former HR Executive, now a coach. She said that reading a resume was a waste of time and potentially counterproductive because it sets up biases. And biases are partly responsible for lack of diversity. Why is diversity such an issue in companies? We all have biases and if that is the first thing we are presented with, our judgment is affected. Granted, overall, we hire more acceptable individuals than not but if the bad hires are only 15% of the total hired that equates to a pile of money that should be going to the bottom line.

Legacy hiring processes still rely mostly on the interview. Often that is not just one interview it is multiple. That takes a lot of time with a sizable investment. I interviewed a manger that told me his process was having five managers interview applicants. Each one had veto power. He thought it was a great process as he hired good people. No doubt but how many potentially great people did he miss?

I’m not against interviewing but I think it should be the last, not the first step. It should rely on data and not intuition. It should be done by the most competent interviewers. To illustrate, in our product testing for our newest tool we engaged an employer that was having a hard time finding and retaining field engineers. Using assessment data from existing high performing employees we developed a profile to match applicants against. I remember one applicant that fit the profile very closely. I highly recommended this person be prioritized for interview. He was interviewed and was hired. Much to the glee of the employer this individual quickly became a star and has been with them for over three years. That individual had applied for the same position on two previous occasions using the companies old hiring format and was rejected.

We streamlined the selection process so that only the best potential was selected for a final interview saving time and money. I’ve seen examples where an individual was hired without an interview. The decision being made because the data revealed by our assessment process matched what was desired for the position. The result proved to be justified based on performance and longevity.

Relying on an interview process based on a resume alone is fraught with risk due to the potential of inaccuracy. Use the best interviewers. Uncover the lies, Structure the questions around what outcomes are desired. Dig deep. That’s a lot of work, but we know that structured interviews increase success slightly above 50%. Unstructured interviews? Might as well use a dart board.

A better option is to use validated, accurate data matched to total job requirements. It is faster, has a lower cost, and offers better results.

HireSense, with lack of bias, prioritizes those applicants having the best potential to fit the job requirements. Reading resumes and setting up the interview strategy to determine the honesty of 100 applicants takes a lot of time. The HireSense process whittles down to the top three to five best choices and suggests the most pertinent interview questions.

If you would like to see this tool in action using your data contact Michael@Hiresense.com and we’ll send you a link to take the assessments.  It takes about 30-45 minutes to complete and the debrief of your report with Michael will blow you away!

Are you tired of sifting through countless resumes and conducting multiple interviews, only to end up with a high-risk hire?  In today’s competitive job market, finding the right candidate is more challenging than ever.  That’s where HireSense comes

At HireSense, we understand the importance of selecting candidates with the necessary qualifications and the right fit for your organization.  Our innovative approach streamlines the hiring process, saving you time, money, and potential headaches. 

Here’s what sets HireSense apart:

Speed and Efficiency: 

We accelerate hiring by comparing qualified applicants to predetermined behavioral benchmarks and personality targets.  This means you can focus your attention on the most promising candidates, ensuring a quicker path to success. 

Cost Savings: 

Traditional interviewing methods can be costly, especially when interviewing a large pool of qualified applicants.  HireSense identifies the applicants best suited to the job, allowing you to prioritize your resources on those with the highest chance of success.  Say goodbye to unnecessary interviews and hello to cost-effective hiring. 

Bias Reduction: 

We all have biases, but minimizing their impact is crucial in fair and effective hiring.  HireSense eliminates bias by evaluating applicant data first, before any interviews take place.  By removing the initial subjective assessment, you can make more objective decisions based on the insights provided by HireSense.   

Insightful Evaluation: 

HireSense provides a concise evaluation of each applicant, combining graphical data with descriptive summaries of their behavioral style, motivation, and judgment.  This comprehensive picture helps you understand their strengths and limitations, enabling you to make well-informed hiring decisions.     

Targeted Interviews: 

Our platform guides you with relevant interview questions tailored to each candidate, based on the data collected by HireSense.  This targeted approach ensures that you extract the most valuable information during interviews, saving time and maximizing efficiency.

Results Interpretation: 

With HireSense, you have access to training resources that help you develop position benchmarks, interpret comparison alerts, and fully understand the data.  Additionally, you can choose to work with a professionally trained practitioner who can guide you through the process, ensuring optimal results. 

In summary, HireSense offers a faster selection process, cost savings, and improved hiring outcomes.  By identifying high-risk
candidates early on, you can safeguard your company from potential disruptions caused by a bad hire.

Don’t let the challenges of hiring high-value employees hold you back.  Choose HireSense and experience a smarter, more efficient way to find the perfect fit for your organization.  Get in touch with us today and let us transform your hiring process for the better.  

Many supply chain industries have seen a significant demand to keep their shelves full and shipments moving.  How can you do that without the right people?  Many are just filling an open space, but what if you could do more and ensure that the quick fix is also a long-term gain.

Are you part of a supply company that has been forced to hire a lot of new employees to meet the emergency demands of our present economy? Despite your efforts, are you finding it hard to stay ahead of the demand and conduct the essential screening interviews to ensure you get the best workers? For many, the increase of hire is for an entry-level position, so the fast hire and quick fix seems to be the way to cope.

As an assessment supplier with 25 years’ experience, I lean towards assessing as a screening tool. Why interview someone you have no intention of hiring? It seems, in my experience, a lot of companies rely on a screening interview to assess the next steps before they pass on for further evaluation or rejection. Interviewing takes a significant level of experience and talent that not many of us are trained to do or excel at. Couple this with the 300+ biases of the human brain and there is the significant possibility that some good candidates don’t make the cut and some that should never have been considered do.  This is costly for everyone.

Our working clients have found that a focus on judgment can pare down the pool of applicants to the top potentials you really want to spend your time evaluating.   This saves time, money, and leads to hiring employees with excellent performance potential. Our judgment assessment is not a self-report screen, making it virtually impossible to game.  The assessment is objective because it requires the potential hire to process information and come to a conclusion in a short period.

In this pandemic world, you need the ability to act fast and hire quickly, but at the same time limit the possibility of making bad hires and to know what your applicant will be like after the interview. The cost of an assessment screening is easily offset by not having to do a screening interview. It is that simple and it is more reliable.

Keep in mind we are reacting to the current situation, trying to provide the best solution for the immediate need. Hiring for high-performance team members well suited for the job, the culture, and management style is a different challenge, but should not be lost in the moment.

Find out how you can reduce some of your risk of hiring by using our judgment screen as a part of your process.  Gain insight in ready time that will improve your long term outcome.

Let us show you a path to bettering hiring practices at a lower cost. Find a time to talk https://www.timetrade.com/book/BLVWM

The last time you started a job you may have felt that your new boss said, “ You’re Hired. Now Figure Things Out.” That’s not far from the truth about how most American companies operate. You are hired to quite literally fill a position, a desk, in a box on an organizational chart. If they could find a monkey or automate the work, you would not even be needed to fill that space. At Valve Software, the organization chart in the employee handbook is a dig at traditional organizations.

Most of the employee handbook is a dig at most other businesses and that’s the way Valve likes to operate. They can pretty much do what they want because they are not bound to lenders or people who own their ideas. The business is fully self-­funded and Valve owns the ideas and patents for their gaming software unlike anyone else in the gaming and software development field – and that’s not all that makes them innovators in American business.

Hold on to your seats: Valve wants their employees to be innovators who are thinking about where they can best serve the organization.

That’s right. Valve hires free-thinking innovators and creates an environment in which they can flourish. Why your desk has wheels is because the team at Valve wants their employees to be thinking about their next move within the company.

Where can YOU best serve the organization? When were you EVER asked that in corporate America? You have more than likely never been asked unless you have worked at Valve.

Team members of Valve actually move their desks to be closer to the teammates with whom they are working. There are maps not only of where each person should be; there are maps of where each team member is currently located. Pretty amazing and shockingly logical: Allowing employees to make decisions about their work and schedule creates and maintains an environment where employees are highly productive.

Here’s the catch – Companies like Valve have a specifically non­-corporate environment and not everyone is going to flourish in this culture. How to identify prospective employees who fit the corporate culture is one of the ways  Viatech Global can help your business grow. Our value science tools help employers identify, engage and retain employees. We want your business to gain the greatest value from your biggest asset – your employees!

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