People, Culture & Company Success

As business owners and managers, why do we allow the job candidates to decide the resume format and the actual information shared? This is inefficient for  our companies and results in unqualified people walking in your office door!  No where else in our company do we allow an outside source to have this much impact on such an important area of our company, human capital.

The reason we must focus more time on the hiring cycle and talent management is it is nearly impossible to force or train someone to fit your culture or have job fit AFTER you hire them. They either are a good match/fit or not. Simply stated, if they are not a good match, no amount of training or intervention will make it work.

This is a very fundamental skill, yet most companies are inadequate when it comes to the amount of time they spend in the interviewing and selection process. Many companies still do not use employee assessments to help in this area. The basic screening, selection, and applicant management parts of the hiring process has been unchanged for decades!!  While all of us have heard this complaint, what have YOU done in your own organizations to change it?

Let’s look at the hiring process from a fresh perspective! The process is, at best, complicated. In fact, the most expensive time we spend with candidates is in the job interview; which is usually of short duration. In fact, I liken the interview to dating. In an hour or so of interviewing (dating in my terms) you are going to determine if you want to hire the person (get married in my terms). Does this make any sense? I contend it does not. In fact, I think we should change the process to get much more information earlier in the process. This allows employers to really understand who we are talking to and highlight areas of focus. How is this done? I will start to discuss and explain in my next blog!