July 15, 2020

SOME UNUSUAL AND COMMON HIRING MISTAKES

   

SOME UNUSUAL AND COMMON HIRING MISTAKES

We are happy to report that hiring has picked up since our April newsletter titled ‘When Hiring Picks Back Up, Will You Be Ready?’ Were you ready?

At the end of April, the Unemployment rate was 14.7%, May 13.3% and June 11.1%. That is a 24.5% reduction in two months. With virus numbers going back up, this trend could stall.

Following are some common hiring mistakes or miscues that we hear from clients with a slant. Once you enter the Assessment world, one’s perspective changes. Welcome to our jungle.

“The candidate was very nice, and I liked him/her.”

That is great and it is important, but it is not the main reason you should be hiring someone for the opening. If the only requirement for the position is to hire someone ‘nice’, then they meet the qualifications. For positions such as sales or management, someone that is too nice will normally have many challenges doing well in these roles. Nice is also a relative term with different meanings for different hiring managers. This goes back to another especially important point, the word relative. This is one reason assessments are so powerful. They give you a measured score that is the same for every hiring manager.

“They were very smart and knowledgeable in the interview.”

Hmmm. And how did you measure their smarts? Interpreting smarts (fluid intelligence) in a short interview is not a precise science. It is a guess and the accuracy of the guess depends upon the interviewers’ abilities. Talkative and Experienced candidates can appear much smarter than many turn out to be. Beware. If you are only asking questions about subjects that they are experts in, the candidate could appear much smarter than they end up being. Predicting job or industry knowledge (crystallized knowledge) in a candidate is much easier to get right. Knowledge and smarts are two different measures. You may end up hiring an experienced knowledgeable person who is a slow learner. After six months they are not fully versed in your unique software platform or processes. You are scratching your head wondering what happened. Their cognitive abilities are slow to learn. Repetitive learners can be challenged with complex reasoning problems, situations and a heavy cognitive workload.

Using a DISC type assessment to predict ‘Job Fit’.

DISC is a popular assessment. People like it because it can be fun to use, and it is very educational. We are DISC fans too, but not for the sole purpose of a job fit selection assessment. It can be used properly in the selection process for other reasons. DISC is a ying and yang tool like a seesaw. What goes up must come down. That theory is not going to be reliable. We have done an exhaustive study on candidates who are taking both a normative selection job fit assessment and DISC. All high Ds, Is, Ss and Cs are not alike. Some of the intensities of each trait are much lower between some candidates, but with a ying and yang tool you do not know which one is which. Sometimes you will hire a High DI for sales or management and be happy, while other times it is a head scratcher.

The Assessment scores are perfect.

You decide to give them the keys and retire. Some hiring managers are thinking, this is almost a guaranteed home run. And sometimes it will be. Unfortunately, the assessment is not the end all, be all, ‘silver bullet’. Nothing in the selection process is either. Each step of the process is predicting something. By combining all of this information you will increase your odds of making the most informed decision possible.

We look forward to helping you and your company achieve success by hiring, managing and retaining great employees. Please contact us at info@plotkingroup.com if you would like to schedule a call, place an order or have a few questions.