Image Above: Arial Harland, HR & Org Development Consultant at
PathShare (a GreatAmerica Company), presents an overview to a customer on the importance of company culture and an effective hiring process.
Have you ever had an interview with a candidate where you thought, “Now, here’s my next rock star!” and you just knew in your gut they were going to knock it out of the park for you? Have you ever had that happen, but you found out down the road that they end up performing way below expectations? That’s the dreaded moment we find out hope is not an effective hiring strategy, and neither is hiring from the gut. One way you can minimize making hiring mistakes like this is to focus on increasing the power of your hiring assessment process.
The assessment phase of the hiring process is where you look at a candidate’s qualifications, experience and culture fit to decide if they’re right for you or not. This step isn’t meant to be a roadblock to filling your empty seat. The intent is to give you good information and allow you to make accurate predictions as to how successful the candidate will be in your environment and the role so you can make an informed hiring decision. With this goal in mind, implementing a standardize assessment process should help you hire a top performer with confidence.
To better predict the future performance of job candidates, follow these two best practices:
What makes a hiring assessment process powerful is understanding the competencies that are directly related to success in the organization and in a specific role. To start, ensure you fully understand the tasks required to perform the job you are hiring for and then identify the knowledge, skills, and abilities that are needed to perform those tasks.
You’ll also want to give consideration to your unique company environment and your culture. Doing so will help you determine the criteria you need to measure your candidates against.
For example, if your organization is an entrepreneurial sales-based organization, consider the following critical aspects in addition to job related criteria:
If the role is in leadership, you may also need to assess competencies like, “change and people management.”
Most importantly, when creating the assessment phase of your hiring process look for ways to gain information on the candidate that will help you make an informed decision regarding their competencies compared to those you identified as necessary for success in the role.
People are complex, and therefore your hiring assessment process should be designed to collect several data points, which serve to create a broader picture of the whole person you are assessing.
Each job related data point you collect will increase your predictability that this person will be a successful hire. For example, in terms of predictability, the information included in a resume accounts for at most, 4% of a candidate’s future job performance. That means there is a huge percentage of the candidate’s potential that is still unknown. By strategically implementing hiring assessment methods that shed light on different aspects of a candidate, the more likely you will be able to acquire more predictability about their potential. At a bare minimum, a hiring assessment process gives you a starting point to tweak for more favorable results so you don’t have to rely on hiring from your gut or use hope as a strategy!
Arial Harland is a Human Resources & Organizational Development Consultant with PathShare® HR Services Group at GreatAmerica Financial Services, where she enjoys fostering relationships with business owners by helping them with their organizational challenges. As a certified AVA Analyst, through Bizet Human Asset Management, she assists companies in building strong cohesive teams. She obtained her B.A. in Organizational Sciences and Psychology at Coe College and her Master of Organizational Leadership through St. Ambrose University, enabling her to aid companies in optimizing their greatest assets – their people. In 2018 she was named an industry “Difference Maker” in ENX Magazine, and she was also one of six named as an industry “Young Influencer” in The Cannata Report.