bad hiring is a choice - whiteboard material

A mistake can be learned from it.
Making two mistakes is a choice.
How many times have you interviewed candidates you think are walking on the water, but have them show up on Monday and sink like a stone?
Einstein once said that the definition of madness is to do the same thing over and over again and look forward to different results.
The shortage of talents is real.
What you get here won't get you there, especially when it comes to hiring.
Talent retention is a problem because the best performers are in short supply and demand is high.
So how do you choose the best?
Fit the candidate and keep your differencesmakers?
Behavior interviews are outdated and proven to be unpredictable.
Candidates who are good at improvisation tend to break these types of interviews with questions that start with "what if you do. . . ? "Competency-
Background-based interviews are popular, focusing primarily on the background, experience, skills and knowledge of the candidate.
There is a problem with these types of interviews, first of all "tell me when. . . ?
This requires real stories and experiences.
This is better, but it can only predict the performance of 6% of the time.
So how do we move the bar?
As an old headhunter, I watched the selection of the best headhunter.
Suitable as a candidate for crazy alchemy of art and science.
If the art of choice is the skill gained in years of experience, then where is science?
Well, when you add a behavioral assessment to an interview, it becomes a 23% forecast for performance.
When you add a cognitive assessment outside of a behavioral assessment, it becomes a 51% forecast for performance.
The psychometric analysis used in recruitment is not new.
But, like fashion, the old things are new again.
In the case of predicting the index©(PI)
There are many new things in the solution 60 years ago.
The PI has injected millions of dollars last year.
The updated software and the easier-to-use interface make it easier to access.
It has more than 500 validation studies, 8000 customers and more than 2.
Every year, 5 million people accept PI, one of the most scientific, effective and reliable recruitment solutions.
The data is good, but as someone who placed more than 500 CEOs in my time, I thought about the candidate's experience.
No one is willing to spend hours doing a bunch of assessments.
It takes 6 minutes for the PI to provide more than just the best-
Fit selection statistics.
It also provides information to guide employees to improve engagement and help them adapt, grow and succeed. Cool stuff!
I was certified as a PI analyst, but when I learned all the new changes I decided to re-
Certification, this time as a complete certification partner (
1 out of 68 Worldwide).
I drove to their brand new office, completely modern, including walls that can write on whiteboard materials to encourage creativity. Well. . .
Most of the walls. . .
Let me find a wall you can't write when brainstorming the title of this article. Oops. . .
Thank you for reading-
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Author Profile: David B.
Nast has FocalPoint business coach and corporate training in Cherry Hill, New Jersey.
David is an award.
Certified Business leadership coach with over 20 years of experience in executive coaching, leadership development, corporate training, career coaching, executive search and HR.
He has coached thousands of CEOs, business owners and executives.
For other insights about David, visit his LinkedIn Pulse author page and follow him on Twitter @ David bnast.
You can also email David at dnast @ focalpoint coaching. com.