Not to beat a dead horse, but employee (overall) fit keeps popping up in the news and conversations. Increasingly more employers are finding that the people they hire aren’t working out because they lack the right attitude, and they are quick to release those who don’t meet their expectations. This doesn’t bode well for employees and employers.
An article in Forbes.com states that in a study of 2,000 hires only 46% worked out in an 18 month period. This is certainly alarming given that almost 50% of hires aren’t working out. What’s particularly telling is that 89% of those who failed, failed because of their attitude.
“Lack of coachability, low levels of emotional intelligence, motivation, and temperament, accounted for 89% of those bad hires,” according to the Forbes article.
Not for nothing, but this doesn’t surprise many people except, apparently, employers who eagerly interview and hire job candidates who look great on paper—e.g., meet most if not all the technical and transferable skills—but don’t put much weight into assessing their attitude. In other words, employers are falling down on the job of hiring the right people.
One way to determine if applicants possess these skills is by asking better interview questions.
The traditional questions like, “What is your greatest weakness?” or “Why do you want to work here?” or “What is your definition of a great manager?” are losing their effectiveness. Jobseekers can rehearse and provide the answers employers want to hear. The tougher questions, namely behavioral ones, will get to the heart of the matter with job candidates.
If the employer needs to know the person has or lacks leadership skills, a series of behavioral questions will draw this out. For example, “Tell me about a time when you inspired your subordinates to perform beyond their job description.” On the flipside, “Tell me about a time when you could have handled a personnel issue better, and how did you correct the issue?”
Questions like these will reveal more than typical traditional questions or tests that judge a person’s technical abilities. Employers who are asking behavioral questions tend to land candidates that last longer—up to 5 times longer, according to some, than those who are asked traditional questions.
Another way to determine if the applicant possesses the right attitude is hiring through referrals.
But it’s not only the questions employers need to ask to ensure better hires. The article states that referrals are employers’ ultimate choice when it comes to hiring people. That’s because the people making the referrals can vouch for the candidates’ personality and ability to go the distance for the company. As well, employers trust candidates’ references; they’re known by employers as people with whom they work, have worked, or know on a professional basis.
Jobvite.com conducted a survey in which it asked employers to rate the methods of hire that yielded the best results. Out of 10 points, referrals ranked the highest at 8.6. Job boards, incidentally, rated tied for last at 6.1. This makes me wonder why employers continue to advertise on Monster.com, SimplyHired.com, CareerBuilder.com, Dice.com, and so on. I guess it’s hard to break habits, even if they’re ineffective.
So what’s the secret behind hiring people who will stick for longer than 18 months? Better interviewing methods and relying on referrals, according to Forbes.com.
What this means for jobseekers. They must be prepared to answer behavioral question, as well as connect to people who know someone at the company or know someone who knows someone at the company. For ways job candidates cans prove their worth, see Recruiters and staffing agencies say your soft skill are important too.
This post was published a year ago, but ti’s still relevant today. Bad fit is one of the biggest complaints among employers, so what are they going to do about it?
Great article, Bob! Interestingly, this is EXACTLY the type of staffing that we do; behavioral based. I would add something to that vein……it’s not always in the answers they give, but in how they give them as well. Not everyone will interpret these types of Q/A’s correctly, however, so it’s good to work with professionals to get the most out of the scenario. Interestingly, 50% success rate seems to be the norm in the staffing industry. Such a shame, really, what are these companies really offering to a client then? We’ve had a successful fill rate of 86% for the past 4 years, due to our hiring process.
I would like to clarify this is not a sales pitch, just a comment from someone who actually lives what you are talking about!!
Thank you, Linda, and thank you for your extensive comment. I believe the behavioral-type interviews, interspersed with traditional questions really get to the heart of the applicant. More work on both ends but usually a better hire rate. Thanks again.