The Metiss Group's Blog

Everyone has heard the definition of insanity: doing the same thing over and over again expecting different results.  If hiring managers believe the way they’ve hired in the past gives them as much confidence as rolling dice, why wouldn’t they do something different in hopes of increasing their odds?

Many leaders have a process to yield excellent results and prevent weak, or worse, disastrous hires.  It is important to tweak the process from time to time to accommodate various needs.  That may include using a search firm to source candidates who are then run through the process, adding an additional round of interviews, moving assessments up in the process, or doing a much longer phone interview before flying a candidate into town.

The bottom line is, there needs to be an evolving process – not just a particular kind of interview, or use of an assessment.  A process that yields certain results and allows for adjustments when necessary is critical.  Don’t throw out an entire process, but objectively examine what seems to be working well and where it could be improved.

Empower hiring managers to make successful hiring decisions by giving them a process that works.

You’ve no doubt heard the line “My mind’s already made up, don’t confuse me with the facts.” Unfortunately, many hiring managers unknowingly have this mentality.

Confirmation bias is a tendency of people to favor information that confirms their beliefs.  People display this bias when they gather or remember information selectively and ignore information that goes against their beliefs. Whether we like it or not, we all have confirmation bias and try as we might, it still impacts our hiring decisions.

The best way to prevent confirmation bias from contributing to poor hires is to have a third party expert assist in the hiring process.  Whether conducting interviews, analyzing assessment results, or performing reference checks, the objectivity offered by an impartial third party can prevent making a hiring mistake.

Empower hiring managers with an unbiased selection expert to help with the hiring decision, and you’ll make more successful hires.

Consider this:  One of your hiring managers believes they are a good read of people; knowing in their gut whether or not a candidate is right for the position/organization and their candidates breeze through the selection activities.  Another of your managers has a rugged, structured, and consistent selection process and their candidates respect the organization’s thoroughness.  Additionally, their peers have an increased respect for the new hires knowing what it took to get hired.  How are the two managers viewed throughout the organization?  How are you viewed throughout the organization?

Though we strongly recommend a formal selection process, it’s just as important to have all hiring managers following the same approach to hiring. A consistent selection approach sends an important message to all candidates and new hires that your organization has structured people processes and you take your talent seriously.  Inconsistent and haphazard approaches to talent within the same organization lead to bitterness and animosity within the ranks of your team.

Develop a structured, challenging approach to selection, empower hiring managers to follow it and your organization will be more successful.