- Barry Deutsch, Impact Hiring Solutions
- Beverly Flaxington, Principal, The Collaborative
- Christine Alexander, AFL Global
- Debra Puryear, AD Talent Inc.
- Nadia Keshavjee, Business for Social Responsibility
- Dr. Sam Hunter, Department of Psychology, Pennsylvania State University
- Dr. Wendell Williams, Managing Director, ScientificSelection
- Poor hiring practices are common and costly. The cost of a single bad hiring decision at the middle management level was US$175,000 according to an REC study.
- A well-structured interview process can improve the quality of hire and help organizations identify creative candidates.
- Hiring managers need training. 1 in 5 respondents lacked the skills to interview and hire people effectively according to a CareerBuilder study.
- There are no shortcuts to a quality hire. A structured interview process is the most reliable way to find top talent.
- Stop asking candidates questions that don’t help predict the type of employee they will be. Carefully define the kind of candidate you want, ask questions that matter, and know what counts as a good answer.
Impact and Result
- Implement a well-structured interview process to help hiring managers:
- Improve the quality of hire.
- Reduce the cost of bad hires.
- Identify candidates with strong creative processing skills.
- Improve the candidate experience
This guided implementation is a one call advisory process.