Avoid the Bad Hiring Loop

Pop quiz: Which costs more, filling a role with a warm body without any psychometric alignment or screening, or letting the position remain open?

A bad hire will taint and degrade the productivity of the whole team.

Unequivocally, it costs more to make a quick but bad hire than it does to let a position remain open until you hire the right person for that role. There are several causes combining to make the entire experience a costly one:

1. A bad hire will taint and degrade the productivity of the whole team. It will drain valuable supervisory resources to handle their dysfunction. Co-workers will be dragged down emotionally and psychologically, and they will have lower productivity in their own role because they have to pick up the slack for the slacker.

2. Those placed in a role for which they are not psychometrically aligned are far more likely to quiet quit (deliberately or subconsciously slack off) or leave your company outright because they aren't happy in their role. They may be well qualified, but if they aren't also psychometrically aligned, they will underperform in that position. These people often quit or get fired, thus starting the expensive hiring process all over again.

   Hire right the first time.

3. From the candidate's perspective, nobody wants to find themselves in a position that isn't a good fit. It's emotionally and mentally draining, and every day that goes by where that individual is in the wrong role for them, they are absent from the role where they can make their highest and best contribution.

Nobody likes the hiring process, not the candidate nor the hiring team. It costs money and time and energy. The only thing worse is having to do it again, and again, and again.

How do you avoid this costly and draining Bad Hiring Loop?

No matter how desperate you are to fill an empty role yesterday, take the time to hire the right person for that position. It costs a lot less money to do it right the first time than it does when you place the incorrect candidate in that role.

Here's how.

Hire Right the First Time

Conduct a Top Performer Profile™ for the role. This entails defining the ideal Core Values Index™ psychometric profile for the position.

Place a job listing through eRep. For a flat monthly fee, your posting goes out to ZipRecruiter™ and dozens of other job boards. It cost-effectively reaches available job candidates without requiring tedious and time-consuming effort to maintain multiple listings.

Candidates complete a Core Values Index psychometric assessment, which is compared to the role's Top Performer Profile. This is easily and efficiently managed through your eRep Applicant Tracking System (ATS).

Based on CVI + TPP score comparisons, narrow down your candidates to the top five or six highly matched candidates and screen them based on experience and other job requirements. From that group, select two or three for interviews and then make a hiring decision.

How does this save you time and money?

Candidates placed in highly matched roles based on their CVI scores and the role's Top Performer Profile are typically 200% more productive and experience 50% or lower turnover than their unmatched peers.

This candidate/employee success comes about because the individual placed in that role is psychometrically aligned to the role's requirements and duties. The employees often report their role feels like it was custom made just for them.

The employee wakes up on Monday morning looking forward to starting their work week because they have high alignment between their strengths and the role's duties.

The trick to putting an end to costly turnover and stopping a bad — and expensive — hiring loop is to hire accurately. Put the right people into the right seats the first time.

Core Values Index™ and CVI™ are trademarks of Taylor Protocols, Inc.