Hiring Mistake 3

Focusing on experience rather than hiring talent 

The problem is that we tend to hire people for what they know and fire them for who they are. For people hiring, it is much easier to focus on the experience of the candidate rather than to get behind the experience and start to identify the characteristics of the person being hired.

There are a number of very credible programs out there that can deliver low-cost behavioral and value assessments that can tell you whether the candidate you are looking to hire has the behavioral style and value set to be able to do the job that you have identified.

I use the target training international tools [TTI] and have done so for over seven years. What ever you end up using in your business, pick one behavioral assessment that will enable you to benchmark each job and then you have the opportunity to fill it with somebody who matches the kind of person you want and not just the person who has the best experience for the job.

I would always prefer to hire talent over experience. I have met innumerable people who have 20 years experience, and so many of them actually only have one year of experience repeated 20 times.

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