In a survey last year, 750 hiring managers gave themselves a collective C- for the quality of their hiring processes. That same group was responsible for hiring over 81,000 new employees in 2017. Yet the decision to hire is often the single most important decision we make in our organizations. So why do good hiring practices matter?
This isn’t news to most managers and recruiters. According to studies, 46% of new hires are terminated, leave under pressure, or receive significant disciplinary action and negative reviews within their first 18 months?** Bad hires have created a revolving door in our organizations that impact everyone
Despite our dismal collective track record, everyone wants to make a great hire. So what turns our A+ intent into C- results? Most often it is because we are looking at the wrong data—or worse, looking at no data at all.
Too often we rely on our subjective gut-reactions to candidates—letting cognitive and social biases guide our decisions—instead of using objective data with a scientifically proven correlation to on-the-job success.