The decision to hire is a scary moment for the person doing the hiring. Not just because they, themselves, have superiors to answer to, and “finding the right person” is a costly process for nearly every business, but also because, “What if I’m wrong?” is a tough question for the recruiter to face.
When hiring, you’re going out on a limb. You’re hoping this person with the quasi-impressive resume and witty jokes is going to be able to do things you don’t have the time or knowledge to deal with yourself. And what if they can’t? Or what if they won’t? Or, heaven help us, what if they sounded great in the first two interviews and then fall off the wagon the first week on the job, start showing up drunk wearing the same clothes they had on before the weekend, and making passes at the gal that drops off the cleaned rugs.
And what is that smell?
Are those someone’s feet?
My God, he’s not wearing shoes.
You see where I’m going. Hiring is scary.
Good managers hire people for their ability to learn and adapt. They want smart people that get things done. They're looking for someone who may already know something about the business (thinking this means I don't have to spend time teaching them) and can learn quickly new tasks and do them the way that you want them done.
The good hiring managers know this, and they want to know if you can keep up. It is not about how smart a candidate is, but rather how they learn. Top performers learn quickly and don't get bogged down with the wrong details. They learn the way we teach/train. How do you measure this in the traditional hiring process? Where is this information in the resume? How do you get this out of an interview?
The traditional hiring system makes you guess at this. What you need is a new process with new tools. HiringSmart provides those tools for you to uncover the information that matters, information to uncover the four critical aspects of Fit in a candidate.
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