HR Data Solutions

Hiring Smarter: Why the Old Hiring Techniques Don’t Work

There are a lot of reasons that new employees fail. But the unfortunate truth is, you just need to start hiring smarter. Many failed hires can be boiled down to the same thing: hiring the wrong employee for the job.

You might think there’s no way for an employer to know that beforehand. Except, that’s exactly what the hiring process is supposed to accomplish: hiring an outstanding employee that will optimize your organization and give you the tools for success.

If your hiring system can’t do that, your hiring system is failing you. Unfortunately, many companies are still relying on a hiring system that doesn’t work. Keep reading to find out more about why your system isn’t working–and how to start hiring smarter.

The Crisis in Hiring

There are no two ways around it: companies are facing a crisis in hiring.

When artificial intelligence and sophisticated technology first came into the hiring process, it was a revolution for human resources departments.

In an era where they received floods of resumes, they had the tools to quickly sift through the noise for a resume they needed.

But now, the reality is catching up with these hiring practices, and the system is failing companies that need it most. Here are three key stages where the current hiring system fails.

Looking Good vs. Gaming the System

Once upon a time, applicant tracking systems were an advantage to hiring managers. But now, applicants know how that system works–and they know how to make the system work for them.

On the one hand, you could argue that this is simply leveling the playing field.

But on the other hand, it can also mean that many would-be employees who shouldn’t make the first cut make it through the initial screening process, and all with a few cheap tricks.

The truth is, almost anyone can make themselves look good on a resume with a bit of smart embellishment, pretty fonts, good spelling, and a bit of clever keyword-matching, which can all be done through a resume consulting service.

But you don’t want someone who’s good at gaming the system. You want an employee that will actually fit your company.

Trouble is, with applicant tracking systems, it’s hard for an AI to tell the difference. This is where hiring smarter comes in to play.

Hacking Random Filtering

But gaming the system doesn’t stop with the first cut.

You see, your hiring manager knows there’s not enough time in the day to sort through a sea of potential resumes in the system.

So, to make their lives easier, they’ll use various resume filtering techniques to help narrow down the pool.

There are more extreme options, like taking submitted resumes, splitting them in half, and throwing out half of the stack arbitrarily. But a more common method is filtering via keywords contained within the resume, like “manager”.

Here’s the thing: applicants know that hiring managers use these filtering tools. So, they make sure to include keywords from the job description throughout their resume to trick the system.

Aside from losing out on qualified candidates who didn’t game the system, you’ll also lose out on qualified candidates who didn’t game the system with quite the right keywords, like “managerial” or “management” instead of “manager”.

Failures in Interviewing

This brings us to the last stage of the hiring process: interviewing.

The truth is, some people are just better at interviewing than others. Some people are naturally extroverted and charismatic. Others may be more introverted but tend to perform well in an interview setting. Still others are disaster employees with interviewing superpowers.

For example, let’s say your hiring manager walks into a room with a potential interviewee. They start chatting, and the hiring manager has an innate positive reaction to that interviewee’s friendliness and personality.

That positive reaction leads them to interpret everything they say as valid and in keeping with the hiring manager’s own values. If the manager hears something that contradicts that interpretation, they’ll ignore it.

This gets you an employee who’s personable, sure, and a pleasure to be around, but not necessarily the person who’s best suited to the job or your company.

The Net Result for Companies

What does all of this mean for employers?

For one thing, they wind up hiring employees who don’t stay, either because the employer finds that they’re not the right fit after all or the employee is frustrated by the disconnect between the job they thought they wanted and the job they actually got.

And the truth is, high employee turnover is expensive for companies.

Finding a Better Alternative

What is a company to do?

You know that you need technology to make your hiring process more efficient, but you want to be in a position of still trusting your guy when hiring.

It’s a catch-22–if you’re still relying on the old system of hiring.

How much is your employee turnover cost you?  We can help you turn the old hiring system on its head.

Instead of the resume filtering and interview process, our platform incorporates pre-employment tests directly into your hiring process, allowing you to directly improve the quality of your hiring.

In other words, you can leave behind guesswork and use objective data to help you make informed human decisions, moving from instinct to insight and hiring the employees your company needs.

The Hiring Solutions Your Business Needs

You need a better hiring process. Our HR Data Solutions Platform can help you deliver a better employee and a stronger bottom line.

Our system does more than crunch numbers. We work with you to understand your corporate DNA in order to identify traits that predict success for your company.

Want to find out how we can help? Click here to get in touch.

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