Behavioral Interviews-500% More Effective Than Traditional Methods

Regardless of skill, hiring a person who is a bad fit is the wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee will never reach optimum performance or be fully engaged, and they are likely to leave. The company is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 – 100% of an individual’s annual salary).

The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.

The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee.

• Understanding the job requirements and critical skills needed for success – aligning the skills, knowledge, and abilities that support success with the organization's culture and how work is done
• Behavioral Based Interviewing – to accurately assess the candidate’s skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they hypothetically would like to do. We’ll show you how to use this style of interviewing to your advantage
• Errors in evaluating candidates – where do they come from and how to minimize or avoid them entirely
• Developing your process – from start to finish a planned approach to making critical decisions on who to hire