Which costs should you include?
The cost of a poor hire varies by role and organisation. Use your own data rather than a universal percentage. Include recruitment and interview time, support, training and the work of filling the vacancy again.
Recruitment and onboarding
Who worked on the process and how much time did it take? What did you spend on advertising, recruitment services or training? Avoid counting the same cost more than once.
Effects on the team
Colleagues need time to cover tasks or provide extra support. Discuss what was delayed and what help was needed. Distinguish recorded costs from estimates.
Start with clear job requirements
Selection starts with what the work requires. Describe which abilities are needed at the start, what can be learned and how you will assess them. Use the same core questions and criteria for candidates.
What role does an assessment play?
Profile XT (PXT) combines cognitive abilities, behavioural preferences and occupational interests. Results can inform follow-up questions. Consider them alongside interviews, experience and other relevant information.
Everything DiSC focuses on behavioural preferences and collaboration. A DiSC style should not determine whether a person is suitable for a role.
Review the process as well
After hiring, review whether expectations were clear, support was appropriate and the work matched the vacancy. This looks beyond the choice of an individual candidate.
Want to discuss an instrument for your selection process? Contact us.
