Why We Make Poor Hiring Decisions And How to Stop


Did you know nearly 80% of employee turnover is attributed to poor hiring decisions? This statistic is from the Harvard Business Review, so it comes on good authority.

Imagine if you could reduce up to 80% of employee turnover simply by hiring the right people from the very start. Poor hiring decisions can cost hundreds of thousands, sometimes even millions of dollars, as well as a negative impact on company culture and performance.

With all that in mind, why are poor hiring decisions so prevalent? And, how can we stop?

Rushing the Process

Especially when an employee leaves unexpectedly, your organization is faced will filling the gap before an appropriate replacement is found. Often what happens is a disbursement of the departing employee’s work among other team members — not an ideal situation. It feels like anybody is better than nobody. What should be a thorough and thoughtful process quickly becomes a pesky task to be ticked off the to-do list.

How to Fix It: The solution is simple: slow down and take your time. Avoid hiring the first “okay” candidate, simply because you want to fill a void, and quickly! Think of the broader scope of the situation — if you make the wrong hiring decision, what will the repercussion be in the next weeks or months? Will you be back at square one?

Inaccurate Job Description

The job description does not accurately encompass the actual job role. This could be due to the evolving nature of your business or the role, or if the job description was written by someone not actively involved or informed about the role’s requirements.

How to Fix It: Involve individuals closest to the role in the writing process. Better yet, get the person actually doing the job to write it. Formulating a more accurate description will minimize miscommunication and misaligned expectations down the road.

Lack of Objective Data

You’re hiring based on emotion or “feel” rather than objective data. The hiring process should have an organized framework, a strategy for selecting the right candidate, based on skills, abilities, cultural fit and so on.

How to Fix It: Pre-Hire Assessments are an amazing tool for the hiring and selection process. PXT Select Hiring ™ is an assessment-based experience with nine unique reports to assess candidate skills and fit. The PXT Select ™ Comprehensive Selection Report equips hiring managers with interview questions, assessments and reports to boost confidence and odds of finding the perfect candidate match. However, not all pre-hire assessments are created equally and there are pitfalls you should be aware of when using them.

Half-Hearted Onboarding Process

The employee experience truly begins after the initial hire. Long term retention and performance rates rely heavily on the initial onboarding process — they inform how the employee is integrated, trained and culturally “meshed” into the organization. An outdated or half-hearted onboarding can greatly taint the employee experience.

How to Fix It: It’s worthwhile to reevaluate your current process and update it, where necessary. Onboarding should not only welcome your new team member, but also familiarize the new hire with company culture, expectations of their role and tools necessary for success. Include team activities to quickly break the ice and integrate your new member; establish routine performance reviews and give them a “go-to” point of contact for questions or concerns. PXT Select ™ offers several reports that can help significantly in the onboarding process — ask me about PXT Select ™ reports for onboarding!

Hiring can be one of the most challenging tasks for leaders and managers — simplify the process with PXT Select™.

Explore the PXT Select ™ Report Guide and learn how to hire smart.

Have questions about PXT Select ™?

I’m happy to answer your questions and help you find the right report for your hiring needs.

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POSTED ON: Hiring and Selection