The challenge for hiring managers is to hire people who will be superior performers in their open positions and for the new hires to possess the personal talents the job needs. Research reveals that people who are a match for a position produce more for a longer time with very little personal stress.

Most hiring managers wear a number of “hats” and hiring new employees is not one of them they like to wear. The raw cost to hire a new employee is very high but because the costs are in drips and drapes it goes unrecognized lulling business managers into believing they can afford the increased costs.

Consider some of the time costs for the hiring process. Time to:

  • construct the help wanted advertising ad to accurately describe the position and reach appropriate candidates
  • The costs of the advertising for the position
  • evaluate received resumes
  • take a closer look at the resume to determine with pile it belongs on
  • re-review the resumes in each pile
  • have a stakeholder review a possible candidate
  • contacted candidates for a telephone interview
  • Time to arrange a date and time for the first interview
  • Time for the interview
  • Time lost for the interview because the candidate was late, did not show or did not meet basic criteria for the job or company
  • arrange a second interview with a stakeholder – needing to fit into their schedule
  • review the second and sequent interviews with stakeholders
  • prepare an offer and deliver it
  • wait for the candidate to accept it (has other interviews that have not been completed)
  • interview the next best candidate if the first one rejected the offer
  • place the advertising a second or third time because of poor results
  • start the process all over again because the new hire did not show up, they quit shortly after coming on board or it is determine they are a poor fit for the culture of the organization.

Our process for selecting new employees is 92% effective and keeps incumbents doing their work while the selection process is running in the background. 

Source: John Mathis, owner/president Keyline Company, Inc. All rights reserved worldwide. Copyright protected