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Risky Business of Hiring-Part 2

British skydiving instructor & BASE Jumper Simon Hepple BASE jumping off a cold war tower Great Britain © Doug Blane
Hiring Method Success

If the problem of NEI “not enough information” gathered by various interview methods produces intermittent results, then what is the solution?  The findings from a 1984 Psychological Bulletin predicted the likelihood of Job Performance Success based on Alternative Hiring Methods. It predicted that an average interviewer just doing interviews and reference checks would most likely hire a good performing employee only 26% of the time!

 The Harvard Business Review cited a career study that shed light on this dilemma.  A group of 360,000 people were studied over a 20 year period in 14 different industries by the PhDs’ Herbert M. and Jeanne Greenburg.  Their findings indicated that “it’s not experience-or college degrees-or other accepted factors…it hinges on the fit of the job”.

 However, if we included the methods of personality testing, abilities testing and interests testing, along with Job Matching, the likelihood of Job Performance Success would increase dramatically to 75% of the time

Major Information

 It seems that the hiring methods of many employers result in NEI…”not enough information”. By adding valid, reliable assessment tools measuring objective information that predict hiring success, we avoid making major decisions with minor information.

 Pre-screening applicants for attitudes of integrity, reliability, work ethic and giving an honest day’s work help eliminate risky, dishonest behaviors. It reduces the temptation of the emotional hire and gives us the security of making informed pre-hire decisions.

 My preferred pre-employment survey tool offers interview questions revealing core beliefs of the applicants. Is it okay to take something if they have the good intention of paying for it later? Answers vary. Others believe they should take credit for something, even when they don’t deserve it.  Armed with appropriate follow-up questions, employers are able to determine if the responses reflect that of their policies and desired employee culture. 

 By utilizing job matching technology and building a Job Match from current successful performers, we noticeably increase our probability of hiring motivated, competent and compatible employees who fit our culture and mimic the successful traits of our best performers. 

 After a year of perfecting their company culture, training and development program, a 300 employee client was introduced to the Job Matching technology assessment. The company culture focused on outstanding customer service and client retention.  The implementation goal was to hire, promote and reassign employees during a time of reorganization and extensive hiring.  Within 9 months of using Job Matching technology, the client received their highest Customer Service Rating spanning a 6 month period.  

Challenge your Hiring System.  Do you feel like NEI or TMI when making that hiring decision?  Remember there are various hiring methods to strengthen the process. Avoid the “risky business” of hiring.  Add the right assessment tools providing you the major information you need to increase your Hiring Success!

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