The key ingredient to successful selection and retention is accurately measuring talent. Hiring managers and recruiters are already overwhelmed with the volume of information coming at them from internet based sourcing of candidates so some may avoid the crucial step of measuring talent thinking that it’s just one more thing to do. However without accurate talent measurement companies stand to waste thousands of dollars in trial and error hiring.   Below we take a look at some of the common mistakes made by hiring managers and recruiters during selection when talent measurement is not a part of the hiring process.  

Having a reactive approach.  This is a common mistake when replacing an individual who performed poorly.   The hiring manager or recruiter then looks for someone dramatically different from the one who left.  This knee jerk reaction may cause the hiring of different talent but not necessarily the right talent.

Having unrealistic specifications. In some cases, hiring managers will engage in a quest for superman or superwoman to fill their vacancies. This can be especially true when hiring for a new position or for a position where there’s high turnover.   The tendency will be to look for someone who can be everything to everyone.  In the end superman or superwoman will underperform due to the unreasonable scope of the job. 

Another common hiring mistake is a readiness to accept candidates at face value. This is despite knowing full well that most people will put their best face forward during an interview, as well as highlight only their most successful work experiences. This is the sort of emotional bias which causes many hiring managers, exhausted from an overwhelming amount of resumes and interviews,  to move a candidate forward in the hiring process simply because they “interviewed well”.

There is also the “just like me” bias.  This is based on the assumption that a candidate will perform just as well as another top performer, simply because they share the same credentials, previous companies worked for, personality, style and background.

There are ways to accurately measure talent and avoid these common selection mistakes. This involves “looking under the hood” with Talent Assessments. In order to ensure a successful selection, Talent Assessments must:

• Be accurate and have validity – Accuracy and validity are essential components that ensure the results of the Talent Assessment are reliable.
• Be job related – Talent Assessments must comply with EEOC provisions. 
• Measure and compare the same success factors for the job and the candidate – In order to truly eliminate bias, you need to be able to draw a straight line between the talent of the candidate and the talent requirements of the particular job.
• Predict performance – It is essential for the hiring manager or recruiter to be able to predict performance.  Valid Talent Assessments that accurately measure the candidate’s talent compared to the job will provide reliable predictive performance scores.
• Show candidate talent gaps for management and development –  Knowing where the new hire will need the most attention, management and training saves time and dollars and accelerates performance. 

Authors:  Tricia Neves and Gary Sorrell – copyright protected worldwide. All rights reserved.

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Posted March 24th, 2010 | | | 1 Comment »