How to hire “The Right Person” for the job, every time.

According to a study conducted by the University of Baltimore, 90% of all hiring decisions are made based on how a person performs in an interview. However, interviewing is only 14% accurate in predicting how a person will perform in their job.

One of the core things we’ve learned, along with our clientele when hiring stellar people for their teams is, we’ve got to change the way we hire people. Resumes need to be treated like business cards, and interviews need a whole lot of structure.

We’ve also learned from our partners at The McQuaig Institute about how the right technology can enable organisations to identify the right people.

The Three Levels of Description

Interviewing, can be categorically split into three broad levels of description. The chart below depicts the levels of description and their impact on predicting how a person will perform in their job.

Level 1: Based on Appearance

A study done by Princeton University which says - in 100 milliseconds, people make assumptions about others just by the way they look.

In that timeframe of 100 milliseconds, people decide whether the other person is;

1. Attractive
2. Likable
3. Competent
4. Aggressive
5. Trustworthy

We need to stay cognizant that this method of appraising a person does not actually measure these attributes nor does it validate their job performance. These are just assumptions that people make, that implies that a person ‘appears to’ have these attributes.

The reason that interviews are only 14% accurate is because some hiring teams lack the right equipment, and base their hiring decisions on Level 1 factors. Level 1 factors have the least impact on understanding how a person will perform in their job.

Level 2: Based on Past Evidence

Resumes bundled with Reference Checks are a great way to understand the impact a person has had with their previous employers. A structured interview scoping functional qualifications and experience in combination with these reference checks will produce insights on what a person can do, on the following attributes;

1. Knowledge
2. Acquired Skills
3. Training undertaken
4. Experience
5. Education
6. Credentials

A combination of Level1 and Level 2 descriptions are likely to produce better results, but we’re only validating the person based on our perception about their extrinsic attributes. It’s like measuring the tip of an iceberg, and the foundational attributes are seldom validated at this stage.

Level 3: Based on Behavioural assessment

Behavioural Interviewing has been a reliable interviewing instrument, and has evolved to incorporate Big 5 personality, MBTI measurement indices etc. The only flipside to this method of interviewing is the steep learning curve for interviewers to learn, practice, analyse and drive consensus.

Behavioural Interviewing, if done right is a strong indicator of what the person ‘Will Do’ in their job. A combo of Level 1, 2 & 3 descriptions can yield ideal results in hiring the right person, every single time.

At ConsonantOne, we’ve partnered with The McQuaig Institute for this very reason, to make Behavioural Assessments accessible to HR departments of all sizes. We’re certified McQuaig practitioners and will work with you to build custom behavioural profiles based on the demands of the role you hire for, apart from conducting searches.

We’ve chosen this method based on evidence acclaimed by organisations using the McQuaig system. A combination of a trained HR Consultant and McQuaig system has yielded 96% retention rates in organisations. This method provides the supervisor custom developmental plans for their team members, and aids in better engagement.?

Talk to us today to build the most relevant recruitment process unique to your organsiation.