- Your chief task when recruiting a person is to predict accurately whether s/he will fit the role, not whether they can do the job (that’s easy).
- Interviews alone are unreliable in predicting a person’s performance in a job. Research reveals that psychometric assessments are 4 times more accurate than interviewing when predicting a person’s performance.
- Mis-hires are costly. A failed recruitment or promotion will cost your company a minimum of $80,000 per person. Executive mis-hires cost you 4 times the total remuneration package. A sophisticated assessment process reduces both recruitment errors and costs. Mistakes cost lots; assessments cost little.
- Measure the constants not the variables. Personality is constant over time. Personality is the constant that underlies a person’s performance. That’s why you need to measure it. The person is the constant; the job is the variable.
- Assess the Person and the Job. Personally, I find that assessing people is easy. I’ve done it for decades. The trick is to also assess the job, then see how the person fits the job (or not). That’s not easy. That’s why I charge for it.
- Informal Demands > Formal Demands. Every role has formal demands (e.g., education, technical expertise, etc.) and informal demands (e.g., personality, interpersonal style, etc.).
Informal demands have greater impact than formal demands upon job performance because they tax to the unchanging aspects of a person. Informal demands are difficult to detect (unless you look for and measure it, of course).
Summary: Predicting how a person will function in a specific job within your company, preferably before you employ them, is the key to productively employing people.
And that’s a fact.