Five Mistakes Leaders Make When Hiring for a Mission Critical Position

The major factors for hiring mission-critical employees looks like a pie that is cut into four pieces: (1) Interviewing, (2) Reference Checking, (3) Education and Experience and (4) Psychologist Assessment. Each piece of the pie is weighed differently by hiring managers but their predictive impact actually ranges from 20 to 50%. All these factors provide key clues into the candidate's ability to be a success. However, there is a tendency to over-rely on interviews, experience and references as achievement indicators and not to put enough value on psychological assessment for making successful hiring decisions.

And, when hiring for a mission-critical position such as a C-Suite leader, project manager or direct seller who can impact a company's growth trajectory, following gut instincts is not the best strategy.

Five mistakes that business leaders often make when using psychologist assessment in filling a vital role.

1. First, there is a tendency for hiring managers to fall in love with a candidate in 10 minutes and then spend the rest of the time defending their choices. For example, if the CEO is interviewing a CFO and their styles are similar, they will likely connect personally. But that doesn't mean that the CFO is the best hire. Once a personal bond is made it can be challenging to put the candidate into true perspective.
2. Over-reliance on one or two tests: Many well-conceived assessments offer insights. However, companies tend to choose only one aptitude or personality profile that doesn't say enough about the candidate and how they're going to act in various job situations. One or two tests may describe candidates somewhat but are rarely an accurate predictor of performance in various job circumstances. Instead, it is best to combine a psychologist interview with multiple, complementary assessment instruments to get a genuinely in-depth and predictive view of the candidate.
3. Another mistake is employing the psychologist assessment too early in the process. This strategy may too often eliminate potentially successful candidates. Qualifying candidates based on experience and at least one interview is recommended prior to psychologist assessment. Assessments can then be most advantageously used to determine the best of a final pool of 2 to 5 candidates.
4. Hiring managers don't consider cultural fit enough. It is vital that there is a candid discussion around conduct standards and expectations early on in the process. This can also be done by gearing questions in the hiring manager and psychologist interview to culture fit. Some example of culture questions are:

• Tell me about a time when you had to make a critical decision. How did you go about it?
• Describe the process you use to solve problems with your team.
• Give me an example of an environment you've thrived in, and an example of a setting that made you feel uncomfortable.
• What do you think are the best ways to engage and motivate people?
• What are your thoughts on working with your peers?

Of course, a well-conceived test package will also take the guess work out of the right culture fit.

5. Hiring managers who use psychologist assessment consider the professional's report but don't invite the psychologist to the hiring team session to discuss final candidates. This can result in a lack of thoroughness and perspective and result in ill-advised decisions.

In most cases, the best organizations have a complementary mix of styles, but it is essential to identify the right people who will thrive in your environment.

If you are hiring a mission-critical position and you want to make a truly informed decision, I invite you to have a conversation. Whether or not we work together, I will provide insights on our call that can help guide you during the hiring process.

Dr. Mickey Fineberg is the Managing Partner of Delta Consultants, a business psychology firm based in King of Prussia, PA. Dr. Mickey has been assessing job candidates at all levels for over 35 years. His clients are diverse public, PE and privately held businesses.

mickey@deltaconsultants.com 610.220.9331