Take a Look at Your Hiring Process to Improve Retention Rates
According to a Leadership IQ study, almost 46% of newly-hired employees will fail within the first 18 months of taking a job. The question becomes: Is it the employee’s fault or yours? By taking a closer look at your hiring process, you will likely surmise that your hiring practices have more to do with their failure than you might have originally thought.
The hiring process is far-reaching. It includes everything from writing accurate job descriptions to executing an onboarding program that gives new hires everything they need to succeed. Failing at this or anything in between can lead to retention rate issues. A key thing you need to focus on to improve your hiring process is the way you interview candidates.
Asking the Right Questions
When you’re confident that your job descriptions are up to date and completely accurate for the position you wish to fill, you’re going to attract the candidates who want that job and know they can fulfill the requirements of the position. Does that automatically make them the best fit for your workplace? Not always.
Most candidates will come in prepared for the interview and present themselves in the best light. The hiring process will fail if you’re not asking questions that challenge them to reveal their true personalities. For example, don’t waste time with silly questions that have no bearing on their position. Does it really matter what their favorite animal is or how they’d solve a problem if they were on Mars?
Ask about their strengths and weaknesses as it relates to the position being offered. Ask them about how they handle stress and pressure. Ask them how their values align with your company’s culture. What attracted them to the company and what value will they bring to it? These are important questions.
Interviewers must also give the hiring process its deserved respect. It can’t be something you squeeze in between other tasks. Leadership IQ’s study found that as many as 82% of managers look back at their interview process and realize they were focused on other aspects of their job and failed to give credence to red flags that popped up in the interview.
Using Science as a Tool for Hiring
Even the best interview techniques can fall short and open a door to employees that aren’t the best fit for the position or for your company culture. The interview might have gone great, but a few months later, you notice production issues and a lack of loyalty to the company. Soon after, that “perfect” candidate is looking elsewhere for employment.
The Predictive Index is the scientific tool that can help you see through the “perfect” interview and into how a person will react to workplace stimuli.
This is made possible through the behavioral assessment, which when analyzed by a Predictive Index expert, can reveal how a person will react to many aspects of your workplace, including other team members, managers and your unique company culture.
At PI Consulting Group, we’ve got years of experience assisting clients with their hiring process. Contact us and let’s talk about how we can improve yours.