The costs of hiring the wrong salesperson stack up. Combinations of time, money, and resources are invested with little or no return on the employer’s investment. Few people would argue otherwise. In fact, according to an Undercover Recruiter article, the average bottom line cost of a bad hire is $840,000 over the course of two and a half years. Hiring the wrong salesperson is even more costly than most positions.
Remember the good old days when it was HR who expected a thank you note from a candidate after the interview? Well a convergence of events has flipped the tables and now some companies have found that sending thank you notes to candidates is a good way to acquire top talent.
No matter how much companies strive to develop great interviewing practices, perfection remains elusive. Management isn’t completely oblivious to this problem, of course, and continues to try (often at significant cost) to improve the process. Better interview questions, more structured formats, more training–all of these efforts can make interviewing a bit better. Ultimately, though, they still fall short.
How do you interview for integrity?
That’s a question Tom Foster asked in a recent post on his blog. His reply: “You can interview for anything that you can connect to behavior.”
The first step in the process seems obvious. How does a person who has integrity behave?
Topics: Human Resources Insights
Culture fit is very often the determining factor on whether an employee stays at a job long-term. With one out of two workers quitting before 18 months, managers could use some help.
Despite years of urging hiring managers and HR professionals to focus employee selection on culture and team fit, many hiring decisions still ignore attitude and personal values, especially at a time when skilled workers are scarce and unfilled jobs plague many businesses. When the education and experience fits, it seems to blind managers to the fact that no matter how good the wings, pigs won't fly.
Faced with changing demographics and skilled worker shortages, many companies will be unable to fill job openings from the CEO to the technician. "The Perfect Labor Storm" has already crippled many organizations.