Using the A Method to find the best candidates
Hiring new employees is typically one of two things – incredibly satisfying or completely disastrous.
All hiring managers want the experience to be beneficial for their company. However, mis-hires are all too common.
Top reasons for mis-hiring
Have you ever hired an employee that wasn’t the right fit for your company? According to Bruce Elder, Principal at ghSMART & Company, mis-hiring is common and costly.
In his upcoming webinar Using the A Method for Hiring Successfully, Elder cites Peter Drucker and others when he states that 50% of all hiring decisions are mistakes.
Beyond that, the average hiring mistake costs a company up to 15x that person’s salary. The hard costs associated with mis-hiring include recruitment, compensation & benefits, training and severance. Other costs, referred to as soft costs, include disruption, management time, damaged customer relationships, missed opportunities and mistakes made by the employee while at the company.
To make matters worse, consider the time you spend in preparing a job description, weeding out the wrong candidates and interviewing those that may fit with your organization. Your time can obviously be spent in a more productive manner, yet it’s important to take these steps while looking for new employees.
In order to help you hire successfully, ghSMART & Company has developed an intensive methodology designed to focus on the most important criteria of a potential employee.
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How to hire successfully
If you want to hire the right candidate every time, you need to be using the A Method.
According to Elder, the objective of the A Method is to “improve your life and enable you to have greater career and financial success by helping you make better hiring decisions.”
This method is comprised of four main parts: Source, Select, Scorecard and Sell. These parts help a hiring manager seek worthy candidates, compile relevant data about a potential employee, conduct a focused interview, analyze the scorecard and make an acceptable offer to the right person.
Why A Players are necessary
A Players are employees who have at least a 90% chance of succeeding in a role that only the top 10% of possible candidates could accomplish.
As an example, the top 3% of salespeople produce up to 250% more than average salespeople; the top 20% produce 120% more. The individuals in this scenario are A Players, and from the statistics associated with them, who wouldn’t want to have A Players on their team?
Beyond having tremendous capabilities, A Players will take pressure off other employees within an organization. If you’ve hired the wrong employee, you will likely feel unsupported by that person, including many instances of being too busy, stressed or tired due to workload.
An A Player will help you trust your team and feel reliant on his or her job responsibilities within the company.
A common mistake to avoid
While considering a new employee, beware of the resume. I understand that the resume is a main component in the hiring process, but it’s necessary to look at it in-depth. Instead of looking at individual positions, look at the type of work associated with all of the jobs throughout the candidate’s entire career. Target similarities from that data to discover if the potential employee would be a good fit.
If you want to discover the methodology used for hiring successfully, join Bruce Elder on May 24th for our Using The A Method for Hiring Successfully webinar.
