Welcome to the Gut Club; you are not alone. But you may just have fallen into the typical trap of assessing candidates’ presentations instead of performance.
You are falling in love with the candidate’s personality. You praise the recruiter with a virtual high-five gesture for sending this candidate your way.
Here’s the problem. When you trust your gut, you risk assessing a candidate’s presentation skills over business performance and substance.
What is it about the gut feeling that makes it so ineffective?
In short, it is the absence of hard data and the lack of facts and reality. It’s discovering only superficial aspects of candidates.
So, you are asking what to do if your own gut is not a reliable and proven method to hire the best candidates or promote the smartest employees.
The Four A syndrome that messes with your brain
The Four A candidates have these traits in common:
This is how it often goes when you have received resume after resume from HR or your external recruiter. Anxiety is creeping in.
You have spent days and days sitting in useless interviews, and just having a conversation in English with the candidates has been an uphill struggle.
You are getting more and more desperate because your head office is pushing hard to get the hiring done sooner rather than later.
Then one day, you receive this two-page resume with just the right amount of information, the font type and size are reader-friendly, there’s lots of white space and a beautiful built up. It’s a model resume so you quickly arrange a meeting.
Your interview goes well, the candidate is friendly, articulate and speaks fluently and coherently. The candidate is assertive and confident without being aggressive.
The person is attractive, well-dressed and presentable, and you build rapport quickly and easily.
The interview goes beyond your expectation, so you start asking the easy questions to get a home run. Your gut is screaming at you: hire, hire, hire.
8,000 companies are already using psychometric assessment
The Predictive Index (PI) is one of the most used assessment tools in the world with over 8,000 happy clients.
- PI is available in Thailand and in Thai language.
- PI offers over 60 languages for testing.
- Assessments take around 10 minutes only.
The behavioral assessment is specifically designed to measure four motivating needs, or “drives,” that have the biggest effect on workplace behaviors: Dominance, Extraversion, Patience, and Formality.
If you know where a person falls on a scale of these four factors, you possess a great deal of knowledge about what it would be like to work with him or her. The four are:
- Dominance is the drive to exert influence on people or events.
- Extraversion is the drive for social interaction with other people.
- Patience is the drive to have consistency and stability.
- Formality is the drive to conform to rules and structure.
Poor job fit and so what?
One of the four forces that disrupt employee engagement and productivity is poor job fit. Poor job fit happens when people are placed in roles they aren’t naturally wired to do.
But if you take the time to understand what makes a candidate tick—and what type of workplace environment and role they’d be most successful in—you can reduce bad hires and turnover.
What about poor manager fit?
Another reason why good employees quit is poor manager fit. Poor manager fit happens when managers don’t have the tools, they need to manage employees in a way that pushes them to the top of their game.
But when you give managers access to behavioral tools, they can use those data insights to tailor their management style to each individual direct report.
Wait no more, make a 15-minute appointment right here
Let me show you a demo of the incredible value the PI assessments can provide. Learn about the new global trend in hiring and HR development that 8,000 other global companies are using.