Hiring managers have better odds of winning in a casino than of hiring a top performer.
Hiring managers usually stack the deck against themselves by launching the recruiting process with a long shot recruiting strategy. Then they double down on their bad bet by selecting resumes using criteria with little predictive value (like looking for a specific degree).
Meanwhile HR usually stands idly by, like a casino pit boss, there just to ensure no laws are broken.
In most organizations, the hiring process violates every rule of good decision-making, leaving the outcome entirely up to chance. And that's why a typical recruiting process and a weekend at a casino often end the same way; left feeling spent and uncertain, wondering if you could have done better.
You don't have to settle for the luck of the draw when you are hiring. A good decision support process would organize relevant information for the decision-maker. It would provide structure, gather information, identify alternatives, challenge assumptions, and consider the broader landscape in which the decision is being made.
A market research approach to recruiting can help you find not just someone "good enough," but a slate of candidates from which you can't make a bad hire. The three keys to hiring with certainty are: market research, competition and choice.
When it comes to hiring, why leave things to chance when a better option is available? Click the green button below to download both of our Consistent Hiring guides: Supporting the Hiring Decision and Recruiting Top Performers.
Topics: Hiring Process
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