recruitment
SUCCESSFUL
TALENT
ACQUISITION
ARE YOUR RESULTS BASED ON GUT FEELINGS?
The lifecycle for human capital within an organization
starts with talent acquisition, and only once this critical
component is perfected can the following phases of talent
development, growth strategy and change management
successfully occur. When all four phases are in sync, savvy busi-ness
leaders know staff thrive and company profits rise.
How important is getting the hiring equation right? Peter
Drucker explained in the Harvard Business Review, “No other de-cisions
are so long-lasting in their consequences or so difficult to
unmake. And yet, by and large, executives make poor promotion
and staffing decisions. By all accounts, their batting average is no
better than .333. At most, one-third of such decisions turn out
right, one-third are minimally effective and one-third are outright
failures. In no other area of management would we put up with
such miserable performance.”
We all know that poor hiring decisions significantly impact the
bottom line, decrease employee morale and lower productivity. So
how can we stop continuing the same hiring practices based on gut
feelings and outdated interview techniques while expecting bet-ter
results?
AVOIDING DRUCKER’S DILEMMA
How can organizations make the right hiring decision every time
and beat the profit-killing statistics Drucker outlines above? It’s
critical to start with a process that answers questions with insight
into how a candidate will perform in a specific work environment,
and how he or she will react under daily work pressures and the
organizational culture. Focusing on extracting unbiased insight
into the true character of the candidate will provide the hiring
manager real value to make informed decisions based on science.
By David Lahey, MBA
hobbit /Shutterstock
HRPATODAY.CA ❚ SEPTEMBER 2014 ❚ 33
