How to Predict and Achieve More Win-Win Hiring Outcomes
A Win-Win Hiring outcome means the hiring manager and the new hire both agree it was the right decision one year into the job. While defining hiring success at the one year anniversary date rather than the start date is a worthy goal, it requires some significant process reengineering efforts to achieve it on a consistent basis. The first step is recognizing what works and what doesn’t.
It took me 30 years tracking candidates I’ve known and interviewed to make this table showing the best and worst predictors of on-the-job success.
Most of the problems listed occur when interviewers don’t fully understand the job and, as a result, substitute their biases and pet questions to make the assessment.
Here are some things you can do to implement Win-Win Hiring at your company:
- As part of watching this 3-minute video lesson on how to implement a Win-Win Hiring proof of concept, download a PDF version of the graphic.
- Sign up for our next Win-Win Hiring webcast. As part of this you’ll find out how to calculate the staggering cost of not implementing a Win-Win Hiring program at your company.
- Our online Performance-based Interview course for hiring managers is a great place to get your hiring managers started on their Win-Win Hiring path.
- You’ll be able to attract and recruit more top performers by promoting a Win-Win Hiring culture at your company. Recruiters can begin their training at our next Performance-based Hiring workshop.
- Talent leaders are invited to audit one of our live online program modules.