HR Benchmarking - Hiring Practices

Still Making Wrong Hiring Decisions Despite
a Huge Pool of Job Seekers?....Why?

If so, don't feel bad.  You are in good company.  Attracting candidates is easy today. Screening out all of the unqualified applicants to get to the best job candidate is the real challenge. This challenge requires looking at the job objectively and eliminating any biases that keep us from selecting the best candidate.

We all see the world from our own viewpoint. This viewpoint is influenced by how we value experience, knowledge, economics, aesthetics, altruism, power and tradition. When we are confronted by a person who sees the world differently, our views could be called biases. Neither right or wrong, nor good or bad, biases are simply a reflection of our personal viewpoint. Oftentimes, this personal viewpoint is unknowingly injected into the hiring process even when it is not relevant to a specific position or to the organization itself. When this happens, it creates a barrier, preventing us from selecting truly superior performers.

Today we have laws that keep us from acting on our biases as they relate to gender, age and nationality, but there are still biases that get in the way. Many people are also unknowingly biased on experience, education and intelligence, and this keeps them from selecting superior performers. In addition, people bring much more to the job, including their passion, beliefs, personal skills and behaviors.

Eliminating bias is the key to successful hiring and the best way to acheive this is through an objective job benchmarking process that looks at all aspects of the ideal job candidate.  Our assessment partner, Target Training International, has created a patented job benchmarking process which has allowed them to achieve a 92% retention rate on the people they place through their Value Added Associates.

Case Study:  One of our clients was having difficulty hiring the right person to fill an administrative assistant position.  After two mis-hires and weeks of wasted time, they incorporated job benchmarking into their hiring process to increase their likelihood of hiring success.  You can look at the results for yourself:  job benchmark case study.

Use a logical approach to selecting top talent.

Typical hiring processes allow for little preparation time on the front end, with more time allotted for interviewing. This often results in a partially or even completely wrong hire, which, in turn, contributes to significant managerial time loss.

By turning the process around, you will save time and energy, and improve your hiring decisions, therefore improving your bottom-line.  If you would like information about how to reduce your hiring mistakes, please contact Business Success Tools today.   Let us help you craft a solution that will work best for you and your organization. 

© 2007 Target Training International, Ltd.

(The TriMetrix ® System is a trademark of Performance Benchmarking, Inc.)  Reprinted with permission from Target Training International, Ltd.