Insanity: Doing the same thing over and over, and expecting different results. I know, I know-You've heard it before. However, the fact remains, traditional hiring methods do not work-at least not consistently. In fact, some of the most comprehensive research ever done on the subject tells us that traditional hiring methods (I.e. application/resume, and interview) only lead to "good hires" 14% of the time. That means only 1 out of 7 people you hire are going to make you feel good about your decision.
That's not even good in baseball.
What makes this problem more devastating is the fact that one bad hire can easily have a negative affect on dozens of people -managers; coworkers; customers; and of course, you.
Despite all of this, we continue to use the same traditional methods of resume, plus interview, mixed with large portions of hope and guttural instincts when we hire the key people in our organization.
Let's get serious. I know it's not some great epiphany for you to hear that traditional methods don't work. We know they don't work, and we know why. Over 50% of all resumes are flawed, and one's ability to interview rarely translates to how well they perform on the job.
According to a recent study published in the Harvard Business Review, in which 360,000 people were studied over 20 years, the clearest indicator for job success was job match - not education, or degree, not prior work experience, and not interview skills.
We know this intuitively. Think about top performers throughout history. Many experienced more failure than success in their immediate past, and few found success in their chosen field of study.
Perhaps even your own life is an example. Does your whole life's work experience include Top Performances, or did you flourish when you found your match? Is your current success related to your degree?
I am not talking "dream job." There is more to it than what the candidates want. Successful people are successful because of the combination of three traits, and how that combination coincides with job requirements.
To determine job match we measure: Thinking Styles; Occupational Behavior; and Occupational Interests. How these three traits "match" against the requirements of a certain position will determine job success.
We can deliver the tools to you that will create a Job Match Pattern for your key positions that will be dead on target for your organization. How do I know? Because we measure your current Top performers.
This process is completely non-judgmental. I am not going to tell you how your people should think, behave, or what their interests should be. You have Top Performers, You want more people like them. Therefore, I will tell you how your Top Performers Think, Behave, and what their Occupational Interests are.
This new benchmark, added to the traditional hiring methods, takes the guesswork out. These tools generate reports that now give you direct verbiage for employment ads, job description, and recognition plans. Compare candidates to your Top Performers and see if they match.
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