Have you ever…
- Been charmed by an applicant?
- Hired a friend or family member and been disappointed?
- Kept a poor performer long after he or she should have been asked to leave?
- Added up the cost of making a poor hiring decision?
Why is our ‘gut’ such a poor indicator of success? Well, most of us really want to like the people we meet. We naturally look for positive attributes and try to see a ‘fit’ where a fit may not exist. It is important that we try to remove as much of our subjective or emotional opinions as we can – and learn to develop better predictors of future success.
Research supports the fact that past behavior is one of the most reliable methods for predicting future behavior. When we use techniques to uncover past behaviors, we call this a ‘behaviorally-based’ process. Using these methods can help you to successfully recruit new team members that can perform well in the job and who fit your organizational culture.
When you are ready to interview, don’t be fooled by a charming and friendly applicant! Be prepared with a process that helps you to understand HOW an applicant has responded to key situations in the past