The biggest problem people have is identifying talent in the workplace.
A recent Survey from HRINZ cites that “failure of hires in the first year has reached its highest level in 11 years. 28.4% of all hires in New Zealand don’t last beyond 12 months”.
When you think of the costs of this to a business, its astounding. The report goes on to say that turnover in the first six months of employment is typically a failure of the recruitment process and on boarding.
Companies invest heavily into technology such as video interviewing, automated reference checking, psychometric reports
Recruitment teams, all trained to read CV’s, manage recruitment process and make decisions about how people may fit into an organisation and yet the statistics tell us we are not getting it right, even at the well supported corporate level.
Barriers to Success
One of the key barriers to identifying talent in the workplace is that there is little focus on what the job requires, at a level of detail that may make a difference.
The main culprit seems to be in the screening process, and then the method by which people assess other people. There is still huge room for improvement.
A personality assessment is informative at a high level, and may be good for teams to understand each other, but do not go deep enough into the match for the job.
Understanding someone by putting them in a “type” box will take you so far in determining how someone fits the team.
A telephone screening tool will help you to see a person on a screen, but is still open to bias.
The interview is an hour of questions, answers, and biased judgement. It works well sometimes and appallingly at other times.
Things to consider
When you hire someone, it is an investment, not just financially, but in the future of your workforce and outcomes.
You want reassurance that this is the right decision, that the person will fit, and be able to perform well, preferably hit the ground running and add value to your business.
You are looking for a whole lot of underlying factors that you may not even have thought about yet?
When you look at personality and skills alone, you lose the opportunity to investigate the deeper issues that make a person great, or present risks to your business.
Focus on Behaviours
Behaviors are the result of beliefs, thoughts, experiences. They give you insight into the values and motivations of a person specific to the job.
Behaviors generally show up, once you have hired your new employee. Personality is something that is fairly static. It is what it is.
Behaviors however are changeable. People can choose to change behaviour. We call that potential. When some people understand their behaviour and how they impact everything around them, they have information so othey can make adjustments.
People’s innate behaviour strengths can be connected with the strengths of others, so people can pull together and 10x their impact.
How does Behaviour predict Success?
Measuring skills along with behavior informs the following critical keys to success or failure.
· How a person fits a job
· How a person is likely to work with a team
· How a person is likely to match the culture of the business
· What factors will impact engagement
· What development pathways are most effective for that individual
· What growth potential exists
Smart companies match people to jobs properly and then measure performance along the way. Results are astounding. Studies across retention, productivity, performance and customer insights show that focusing on behaviour pays off in spades.