Higher Accuracy in Hiring
It is not new information to hiring managers that there is a growing shortage of qualified workers. The workforce is increasingly mobile and human capital is fast becoming the most valuable asset for these top performing companies. As a result, top talent within the industry remains increasingly difficult to attract, recruit, and retain.
While there is no foolproof way to mitigate the risk of hiring the wrong candidate, there are certain tools that can be utilized to help increase the odds of hiring the right people for the right roles.
Using Assessment Tools
Companies that use a simple assessment tool as part of their interview process not only enjoy a significantly higher success rate in hiring, but have a much lower employee turnover rate. These tools are administered online, and take less than 15 minutes, enabling hiring managers to clearly predict the tendencies of an employee, and assist them in determining how well (if at all) they fit the challenges and requirements of the position they are applying for. This results in:
Efficiency and Savings. When the assessment is completed before an interview, no time or money is wasted on interviewing candidates that are clearly not a fit.
Hiring Accuracy. When open to candidates with less experience, the true potential and style can be identified to assist in predicting success.
Reduced Turnover. When a candidate with the right behavioral style for the role is hired, they stay engaged, and will remain in that role much longer than an employee that isn’t a fit, and finds themselves in uncomfortable situations each day.
Improved Teamwork. When assessments are completed with each employee, the organization will have an understanding of “why people are the way they are.” This will improve communication when managers learn to adjust communication to match the style of direct reports, and co-workers understand their teammates.
Succession Planning. An employee’s behavioral style is also insight into their ability to do future roles. Recognizing the strengths and weaknesses of each future leader ahead of time will give your management team time to work with those key employees to recognize areas of improvement or assist them in a career path that best fits their style.
Author Jim Collins, in his book “Good to Great,” stated that great companies “get the right people on the bus, sitting in the right seats and if an appropriate seat cannot be found, to ask the person to vacate the seat as soon as possible.” Unfortunately, in ag, it’s easy to become focused on the tactical (a person that wants the job, and looks good on paper) rather than the strategic (will they still be right for the role in two years) and end up mismanaging a company’s greatest assets, their people.
With these tools providing such a positive return on investment during their interview process, it’s no surprise top companies in the ag industry are recognizing the need to evaluate and develop talent with the use of behavioral assessments to better understand and predict the behaviors and potential performance of both future and existing employees. Getting the right people in the right seats on the bus is everything !
We here at Ag 1 Source, have the tools available to help your company hire the right people with accuracy. Contact us to see how we could improve your hiring process and help you see the returns of using these proven tools.