What happens when you hire the wrong person?
Everybody suffers … you, the rest of the people on your team, and the person you never should have hired.
The work doesn’t get done as it should. Team dynamics are negatively impacted. There’s probably increased friction in the organization. Morale suffers. And you now have a new problem on your hands. How do you undo the mess hiring this person has created?
And all because you thought you’d picked the right person … but you didn’t.
What drives you crazy is they seemed so perfect.
Sound familiar? Well, don’t feel bad. We’ve all done it … because it’s easy to do.
does it happen, and what can you do to assess candidates more carefully …
more scientifically … so you’re able to make better selections?
It happens when the process you’re using to assess candidates is either weak or non-existent. It happens when interviewers haven’t been well trained and when there’s too great a reliance on gut feel. Sure, intuition has an important role to play, but, when your subjective judgment isn’t coupled with more objective analysis, you can be easily fooled. It happens all the time. You like someone … and it blinds you to their deficiencies when it comes to doing the job in question.
So, what’s the answer?
Use the right assessment tools and put a rigorous selection process in place.
Your odds of hiring the right people for the job will skyrocket.
And that’s exactly what we provide to you and your organization, the tools and the expertise it takes to consistently select the right people.
Let me introduce you to our patented Superior Performance Assessment Process … the most powerful process in the business for identifying the right person for the job … time after time after time.
No system is ever going to be 100% foolproof, but just imagine it. Far fewer bad hires, which equals greater team harmony and productivity, greatly reduced turnover, and a whole lot fewer headaches. And that’s what you want, isn’t it … a way to hire that keeps things running smoothly and seamlessly without all the turmoil?
You and your team can spend more time on growing the business and less on trying to manage, motivate, and compensate for the employee who’s not a good fit. What a relief.
You can also use it in your succession planning to ensure you always have the very best people in your most critical positions.
Want to know more about what it takes to consistently hire and promote well? Great. It’s why we wrote the book, How to Hire Superior Performers.