It’s not about where they’ve been; it’s about where they can take you!

The resume looked great!  They’d had all the right titles.  Their responsibilities were in line with your job description.  Education (Masters “preferred”) – CHECK.  Correct number of years of experience – CHECK.  Willing to relocate – CHECK.  The resume was even printed on fine, light beige, linen paper.  Obviously a seasoned professional who had all the qualities you were looking for.  The phone screen went well, they met some of your colleagues, HR did the background check (no problems), and you liked the person.  Amazingly, six months into the job things weren’t going well.  They just didn’t click with your style or the company culture.  Their performance was not measuring up to your expectations.  You tried all the performance improvement tricks you knew.  This was starting to cost you time, money, and reputation.  After all, you made the decision to hire them.

As time wore on you realized they had to go.  Alas, more job requisition paperwork from HR and time to give it another try.

Unfortunately this scenario plays itself out over and over at almost every company.  Millions of hard and soft dollars are lost on these kinds of mis-hires.  And don’t forget the lost productivity of the hiring team, lost revenue opportunities, lost operating efficiencies, lower morale, and decreased creative energy.  These dollars have a direct impact on the bottom line. They also have a huge impact on competitive edge.  Plus, it will get harder and harder to find replacement employees as the pool of qualified professional talent continues to shrink.  Guess what – it doesn’t have to be this way!

Resume hiring and traditional interviewing only tells you where a person has been.  You want to know where they are going to take you.  Here are five simple steps you can implement today.  Following these steps will tell you if the next person will move your company forward;

  • First, profile the key positions that will drive your profits and competitive edge.
  • Second, benchmark the top performers in these key positions.  This tells you exactly what the next hire has to look like.
  • Third, STOP interviewing from the resume and start asking questions developed in the profiling and benchmarking process.  Demand that everyone in the interviewing team use this consistent set of questions.
  • Fourth, have a third party independently assess anyone you are considering for a key position.
  • Fifth, interview for the behaviors the person needs to be successful in the job.

In a hyper-competitive market with a diminishing talent pool, companies can’t afford traditional, job description hiring.  When you implement these five steps you’ll find the right top talent to take your company to the next level.