BALANCE AT WORK BLOG

The time to ‘trust your gut’ is lunchtime…

…not when you’re hiring a new staff member!

Managers very often rely on their intuition or ‘gut feel’ when making staffing decisions.  In my experience, it’s amazing how often we hear  “it just felt right”, “she seems like a good fit” or “I feel very comfortable with him”.  There’s a lot of confidence in intuition.

When it turns out the person they hired is just not up to the job, have you ever heard a manager say “I guess my intuition isn’t reliable”?

You’re more likely to hear “he did a great job of selling himself at the interview” or “her referees obviously exaggerated her ability”.

For managers who rely on outdated and ineffective recruitment procedures, the wrong decision is usually someone else’s fault – often the new employee’s.

When was the last time you heard a manager use “it just felt right” as justification for an equipment or software purchase?  Of course, few would.  Yet many are prepared to take a gamble on their gut feeling when it comes to the major investment of hiring a new staff member.

A recent survey by the recruiter, Hudson, found that 44% of new hires were described by their managers as ‘not good’*.

Would a 44% failure rate be acceptable in any other area of their businesses?

The managers who regard recruitment as more art than science are ignoring the research and resources available today that enable much better predictions of employee performance.  For example

1. Past experience is a poor indicator of a candidate’s ability to perform well in a new role;
2. Motivation and cultural fit are the best indicators of future performance but only 6% of hiring managers assess these objectively*;
3. Matching the right person to the right job by measuring their ‘fit’ to the role is easy and inexpensive – especially when compared to making the wrong decision.

Next time you see someone recruiting without adding appropriate rigour to the process, suggest they just toss a coin instead.  The odds of getting a good employee won’t be much worse than 56%  – and it’s a lot less trouble!

*Hudson 20:20 Series:  New Generation Recruitment: Battle Strategies For the Talent War at http://au.hudson.com/2020/node.asp?kwd=latest-2020-whitepaper  Read more here: http://www.afr.com/p/national/work_space/why_you_can_get_good_staff_stP5BDsy9SJ2C1F9NqjsOO

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