That's right. You invest five times an employee's salary during their first eighteen months.
If somebody you hire ends up being the wrong person, that is a direct result of your hiring process (or the lack thereof).
If your new hire doesn't work out, it's on you.
Even though hiring somebody is an investment, most people rely on their intuition and how they feel in the moment. If you were going to invest in a stock or a piece of real estate, would you rely solely on your intuition? Hopefully, you would do your research and ask the tough questions, even if you may not like the answer.
Here are some questions you should ask yourself. Have you ever not been on your A-Game in a job interview or client meeting? Have you ever not looked your best? Have you ever used a reference who wouldn't give you a five-star review?
The job market is not what it used to be. Only thirty years ago, a bachelor's degree basically guaranteed you a stable future upon graduation. As we all know, that is now the farthest thing from the truth.
Now, the job market is ultra cutthroat. Hundreds of people apply for every job. What makes matters worse is that it is difficult for people deemed over-qualified to get a minimum wage job.
Managers know that as soon as something better comes up, that person is in the wind. They would instead hire somebody with no qualifications because they have fewer options.
Today, people in the job market always feel vulnerable, but exponentially more since Covid-19 smacked us all on the mouth.
People will embellish their skills and experience. They will even tell outright lies because a good job can be so hard to find.
Prospective employees don't care about you or your company. They are in survival mode and only care about putting food on their table.
Luckily, there are ways to counter these maneuvers. First, consider creating a job profile, not a job description. Create a profile of exactly what the new hire will be doing. Match the applicant to the job profile.
At Sandler Training, we use and teach our clients the SEARCH Model. Implementing it is the best way to match the applicant to the job profile.
What skills should they have to ensure they will be successful at this job?
What experiences should they have?
What is their attitude, and how does it compare to the attitude they need to succeed at this job?
What results should they have had in previous jobs to ensure they'll get results in this position?
What habits should they have that will say they succeed here?
Putting the SEARCH Model into practice is easy. When you have a job and applicant profile, only ask questions to uncover answers related to the SEARCH Model. You will be able to quickly weed out people who you don't want at your company.
Not having a hiring process is just one blind spot out of thirteen Sandler teaches in its renowned Leadership for Organizational Excellence Program. Every blind spot in your organization is a chance to increase profit. Enter your contact information below, and you will get a copy of Sandler's 13 Blind Spots Survey. You won't get bombarded with constant, high-pressure follow-up emails, just the survey for which you asked.
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