Everyone knows how hard it is to find the best candidate. We all ask ourselves, will it work out?
You’re going through it right now with the president election, making tough decisions about you and your children’s futures.
NFL draft experts go through it in Early spring trying to find the next best players. Somehow top ranked teams always miss out on that one great player that could have accelerated their teams success.
Startup founders go through this process continually. If they make one bad hiring decision, it could sink their business.
You, and all these groups of people, are asked to make HUGE decisions — ones that you know you need to be 100% confident in. But how can you predict who is going to turn out to be the best president? the best draft? the best employee?
Hiring isn’t easy. In fact, for businesses, it regularly ranks in the top 5 struggles/hurdles they engage. When 56% of companies say that hiring is their biggest challenge, there is a need to find a way to track down the best applicants.
But what do these hiring managers end up doing?
“Please email [hiring manager’s name] a resume and cover letter and we will get back to you. Thank you.” — Quoted from nearly any job board or company website.
Ah, yes. Whenever we are faced with a problem over and over again, we should continue to do what we’ve always done. Logical, right?
Reading stacks and stacks of resumes and using a bot to sort for key words is only going to help for so long.
Resumes tell you things like an applicant’s backgrounds, and past responsibilities. They tell you how long a person has stuck around at jobs and what kind of roles they had. Or, how detail oriented the applicant is if there’s no typos to be seen. They even tell you how good a candidate is at predicting the key words your bot is looking for.
Yet, where on a resume does it say this person asks the most insightful and challenging questions?
Where does it say that this applicant has the most enterprising spirit?
Or that this applicant has a good balance of good productivity and assertiveness?
Where does it tell you that this person is what your company needs to get past your big bottleneck?
When US companies and the government are spending approximately $141.7 billion on training activities annually and globally it’s $306.9 billion (ASTD), this little pain that hiring managers face ends up being a HUGE pain point around the world. We have to start doing more.
Success doesn’t just happen from the hard workers anymore.
Yes, hard work is important. The thing is, great employees — the ones that drive change, growth, and greatness for companies — aren’t doing it by being the hardest worker. They understand the many other skills necessary beyond that first necessity of hard work. Hard work might get them in the door, but it’s how they react and adapt to uncertainty and challenges that keep them there.
The need is to place more of a focus on the skills that make successful people successful, sometimes called non-cognitive skills. All those articles like, “Top 5 things the world’s most successful entrepreneurs do every morning” boil down to people being good at accountability, motivation, persistence, etc. Those people mastered skills that mean more than what their resume says about where they last worked.
These skills transcend any organization. Yet, few have found the need to test job applicants for them.
Here’s the other thing: testing job applicants shouldn’t be hard or scary. It most definitely shouldn’t add more reading and work for the hiring managers.
PAIRIN is the easiest way to find and hire great employees. The survey takes 20 minutes to complete, and measures applicants on over 100 characteristics, mindsets, and behaviors. It’s a simple a list of yes or no questions. For the hiring manager, PAIRIN then lists the top candidates according to targets set up by the organization.
Simple, easy to use and easy to understand!
Companies we help have lowered employee turnover by 12–67% and reduced application evaluation time by up to 84%.
All the time spent on hiring can now go back into improving the company. And the stress of hiring is resolved.
So, the answer to the original answer? What do YOU, NFL draft experts, and startup founders all have in common?
You all know how hard it is to find the best talent out there.