Major Hiring Issues

Are You Hiring the Tallest Pygmy?

The "Tallest Pygmy" syndrome comprises ten basic hiring mistakes that I see companies making over and over again.

  1.  Relying on “Fortuitous Self Selection” and hiring on the rebound

  2.  Not identifying the job properly resulting in “Flying Elephant Syndrome”

  3.  Focusing on experience rather than hiring talent

  4.  Developing poor job advertisements

  5.  Running Job Advertisements in the Wrong Place

  6.  Not developing a large enough pool of candidates

  7.  No screening process - only seeing candidates once or twice before hiring them

  8.  Asking poor questions at interview and not identifying the candidate’s agenda

  9.  No Employment Application, Reference or Background checks

  10.  Not integrating new hires properly into the organization 

 
Each of the 10 mistakes can really be easily eliminated and all it takes is a little bit of planning and a little bit more application. The productivity cost of putting up with mediocrity is enormous, and I developed the Edge Hiring Process specifically to address this issue.  

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board