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Does Your Hiring System Really Work?

Written by Voss Graham on . Posted in Hiring, Selection and Retention

Does your hiring system really work for you is a great question. You need to look into the answer. So what is a hiring system supposed to do for you? Here is a short list of things your hiring system should do for you…
  • Find Superior Performers for Every Job
  • Match Talent to Jobs
  • Create Long Term Retention
  • Provide an On-Boarding System that works
  • Show job specific performance developmental processes
  • Give Job Specific Behavioral Interview Questions
  • AND OPERATE SAFELY WITHIN THE LABOR LAWS
This last part seems to be a bigger issue today than during the past decade. Several selection assessment companies who have claimed job benchmarks have not followed the letter of the law. Some have recently been kicked out of major corporations as their legal teams reviewed the law and the job “benchmarks” used by these assessment companies. You need to check your assessment company’s process for determined job benchmark standards and high performer status of candidates. The issue is whether a true job benchmark is being created – specifically for each position. The companies in questions were taking an average of top performers across all industries or were benchmarking only top performers with no comparisons data – like the bottom performer group to show the unique differences between the talent traits. For your hiring system to be safe within the laws – your benchmark must be job specific and then allow each candidate to compare against this true job benchmark. This ensures your system is legal within the labor laws of the US. A quick commercial for our hiring system and process. First, it operates safely within the laws. Second, our benchmarking process is patented in the US and used worldwide. It is highly validated and tested to provide accurate information regarding  the job. In fact, our hiring system actually allows the JOB to TALK and tell us what traits are necessary for the JOB to be successful. Therefore, it avoids the personality contest used by most hiring systems – you know the ones where managers have to use their de-hiring techniques quite often. If you are interested in learning more about our hiring systems you can call us at 901-757-4434 or go to our Hiring Systems website. And, before you can buy or use our hiring system, we will provide you with an ROI. Making it much easier to justify your investment.
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Voss Graham

CEO / Sr Business Advisor at InnerActive Consulting Group Inc
Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

Related posts:

  1. Let the Job Talk in the Hiring Process
  2. Using Assessments in the Hiring and Selection Process
  3. Benchmark the Job Rather than the People
  4. With So Many Candiates Available, Still Making Hiring Mistakes?
  5. Beware of Averages – Especially with Benchmarks

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Voss Graham

Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.