How do you know if your top candidate is going to work out?
- Will she still be at the company 12 to 18 months from now?
- Do you feel hiring is just a shot in the dark, and you need a 90 day trial period?
- Is your preferred hiring method to “go with your gut”?
You may be an anomaly, but most people who hired by gut get results as poor as those with a bad process. Data shows that around 50% of new hires fail within 12-18 months. Clearly there is a need for a better way to hire, and the Benchmark process is the solution.
The Benchmark assessment must be the starting point for all hiring. While it’s possible to hire without it, the chance of success is much lower. If you’ve had a bad hire, you know the pain and expense involved to shed that person – not even accounting for the expense and time required in the hiring process, and the opportunity cost of not having the right person. The Benchmark is the standard by which a candidate should be measured.
A Job Benchmark will help determine whether a candidate has the desired qualities necessary to be successful in the position.
With an accurate Benchmark, the job description can be more than just a list of duties. The Benchmark forms the job description and the ad that will be seen by prospective employees. It is the starting point that helps ensure that the right candidate is hired.
To create this Benchmark we need to know why this job is different from other positions in the company. Why is this job needed? What are the responsibilities that are unique to this position? Once these questions are answered, the Benchmark gives an outline of the ideal candidate.
So how do you know if a candidate is right for the position?
After the candidate takes a Behavioral Assessment, it is compared to the standard (the Benchmark) via a Gap Analysis report. Many factors determine if the candidate is the right fit: the cover letter, resume, interviews, references and the online Behavioral Assessment. The assessment is objective, so it cuts through the nervousness – or charisma – that the candidate displays that may affect the interviewer’s perception. The assessment also takes away the unconscious bias of the interviewer.
No matter your hiring process, the Benchmark and the Behavioral Assessment will improve your hiring success rate dramatically. We have found that in over 90% of the cases using this process, new hires stay at least a year.
Remember, If you’re not assessing – you’re guessing.
For more on this topic, visit perfecthireblueprint.com