Research has shown that you have a 50 percent chance of finding the best hire––which means you also have a 50 percent chance of hiring the wrong person. Hiring the wrong candidate negatively affects your energy and your team culture. Replacing them is expensive and stressful. It’s a gamble, but it doesn’t need to be.
With the right tools, you can avoid all of that, and you can find great hires consistently. After years of first-hand interview experience and scientific research with thousands of candidates, Chaka Booker has created a system. In Mastering the Hire, Booker offers 12 proven strategies that have been used to accurately recognize the right talent 90 percent of the time. Whether you’re a business owner, CEO, hiring manager, team manager, team member, search consultant, or expert or novice interviewer, Mastering the Hire is right for anyone who wants to beat the odds.
Here are the strategies mentioned in the book:
1: Intuition, know thy place
2: Candidates don’t answer questions, they answer people
3: The right question asked wrong is the wrong question
4: To end with truth, start with trust
5: You’re not assessing the candidate, they’re assessing themselves
6: Pressure clarifies and reveals potential
7: Stop rationalizing
8: An interview is a glimpse
9: Break down the fourth wall
10: Biases are unspoken criteria
11: Be mindful
12: Culture fitness, not culture fit
Finding the Best Hire – The Coin Toss
What is the purpose of an interview? A psychologist renowned for his research in personnel selection, Frank L. Schmidt, claims the value of an interview is in its “predictive validity”—or the ability to successfully predict future job performance.
The logical next question is, do interviews successfully predict job performance? Schmidt partnered with psychologist John E. Hunter to answer this question and conducted a meta-analysis on 85 years of personnel selection research. The results were astonishing.
These methods had a predictive validity of 54 percent at best. More than two decades later, little has changed. A recent Gallup study found that when it comes to talent management, organizations fail to choose the right candidate a stunning 82 percent of the time.
The reason is simple. The two people who interact at the interview don’t do it often
enough to do it well. So what is the probability of a good decision coming from that table? Pretty much the same as flipping a coin.
Companies don’t need employees that interview well. They need employees that can do the job well, which means they need interviewers that interview well. The interviewer has to perform a great interview, not the employee.
For most interviewers, the relationship between accurate hiring decisions and interview
practices is a black box where the effect is unknown. We can all identify candidates we interviewed who turned out well. We can also identify those who didn’t. But can we identify what we did in the interview that led to each result? That’s the black box. Without knowing what led to the results, we can’t consistently replicate the successes. We can’t beat the odds.
There are assessment methods that are extremely successful at predicting who a candidate is and what they can do. Beating the odds is about identifying those patterns.
Interviewing shouldn’t be a game of chance. Hiring doesn’t need to be a coin toss. No matter your starting point, you can increase the odds of finding the right talent.
Discover the best way to find the best talent, consistently connect with your leadership team, and predictably turn them into highly engaged employees. Book a complimentary appointment for us to discuss at https://go.oncehub.com/GregNichvalodoff or call me at +1 (604) 943-0800.