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How to reduce wrong hires? Hiring a professional is always a delicate matter within a company. You may remember a candidate who was perfect in the selection process, but when he started working he was a total disaster. And the tragedy goes further. The cost of a bad hire is up to 40 salaries for the position in question, plus the time and energy that is wasted. Therefore, the value of reducing wrong hires is evident.
So, to prevent scenarios like this from being frequent in your company, let’s talk about 3 essential points for the evolution of the selection process.
Of course, technical skills are important, and even crucial in some positions, but this should far from being the only guide. Understanding the candidate’s behavior provides the basis for evaluating adherence to the position, the company’s culture, the manager and the work team.
Doing a real reference check, applying tests and business games can go a long way in analyzing candidate readiness behavior. In fact, this may prove to be sufficient for cases in which the vacancy is very similar to the challenges already experienced by the professional.
However, most of the time people are attracted to the opportunity to step up a notch. For this type of selection, it is necessary to go further. It is not enough just to look at what the person has done and learned in the past and the baggage they have in the present. In this way, it is necessary to seek more robust tools that allow the evaluation of the candidate’s potential, such as the competency interview.
When interviewing by competencies, the chances of success are great. In this way you keep the process organized and structured, and thus, make the selection taking past results as a powerful sign of what can be worked on in the future.
When you use this type of tactic in the selection, you better understand how the candidate thinks, make a projection based on past facts and have a more complete and confident look at the professional, which includes virtues and points for improvement.
With this degree of immersion, you verify important points that lead you to choose a professional who will add value to the company, in addition to reducing the number of wrong hires.
Despite being an old and well-known method, the competency-based interview is often ineffective or poorly used. To apply it consistently and positively in your selection process, learn about the 7 validated foundations for selecting by competence and study the SAR technique in depth.
As we have already seen, most admissions are from people looking for an opportunity in a position with greater challenges than others they have already experienced. In this case, it is necessary to measure the potential for future performance, and for this, a powerful tool is crucial.
When it comes to potential, we must think about the candidate’s personality. That is, in what the human being does naturally, without having to think, and that in some contexts makes him stronger.
Here it is worth warning about the contrast between personality and behavior. While the former is the essence of a person, which is formed in childhood and remains constant throughout life, the latter allows for learning, adjustments and progress.
Therefore, to measure future performance potential, personality is what you should focus on. Gallup polls in partnership with the University of Nebraska show that when you develop an average person, you can see a 67% improvement. As for doing the same with something that has aspects that make it strong, the result is formidable, reaching a gain of 729%.
To map in detail the personality of a professional, the L.A.B.E.L. it is the only instrument that guarantees the reliability of the results. You have a secure dataset in hand and can make a more accurate choice.
In order to complement, it is possible to apply practical activities to identify the potential, either through testing, feedback or self-analysis.
Read about the potential and see how it can be identified. Also check out other advantages of potential mapping.
