Hiring top-executives is a two-way process

Top Talent, Executives, Hiring Cycles, Talent Acquisition, Recruitment, Duplicating Top Talent, Career Development, Human Resources, Retention Ratios, Turnover Minimization, DISC Insights, DISC Personalities, DISC Persona, Personality Traits,

READ THE FULL ARTICLE ON DISCINSIGHTS BY PEOPLEKEYS

Hiring has always been a two-way process, even though many HR professionals, coaches, and business owners can be making the mistake of accepting it as a one-sided road. There is a switch in the hiring market, and most companies don’t really want to talk about it – especially when hiring for high-level positions.

For each new position, hiring managers are stuck sifting through 200 or more resumes on average. Many are vague or duties-based, with few talking about the cause and effect of what the candidate has done in their previous role. They lack in showcasing the candidates’ true impact they had on the previous company they worked for. It’s alarming to think there are really not enough qualified candidates to fulfill each position. The truth is the hiring process needs to be reinvented according to the modern trends of empowering and understanding human behavior.

THE PROBLEM.

The hiring process should also be candidate-centered – not just centered around what makes things easier for the employer. In reality, what seems to be easier on the surface is taking away from the quality of the workforce. Every prospect entering into the organization should be properly vetted before being officially welcomed into the family.

So what if a candidate can lift 50 lbs.? Do they act cautiously around hazardous goods and effectively embody a candidate who uplifts their team on a regular basis? Is this someone who can and will take charge, while factoring everybody else into the decision?

This employee-centered approach to hiring is not always about what the business needs, but what the candidate has been trained to do. Your company would need someone who can bring more to the table and is trustworthy. Successful teams want someone who can stand under pressure and be able to motivate others to do the same. An HR manager simply can’t grant this will happen by only analyzing a resume in a one or two-page format.

You can’t afford to hire, train or onboard someone, who will need to be replaced shortly after being hired. Your business can’t really afford mishaps on the job or high turnover ratios. Domino effects can occur, and you will need to properly introduce new talent into a solid environment. Even vinegar will be calm and productive, but once baking soda enters its vessel – all hell will break loose and everything you worked so hard to settle will overflow in straight chaos!

USE DISC WHEN SEARCHING FOR TOP TALENT. READ THE FULL ARTICLE ON DISCINSIGHTS BY PEOPLEKEYS.

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