PART 1: We shall focus Part 1 on Hiring Monkey. And how to avoid it completely.
I am born in the year of the Monkey.
So this statement is kinda personal for me.
Let me explain with a true story.
“Hey, Boss, after you have sold the company, the new bosses do not know how to hire. They hired lots of monkeys. So the rest of us decided to leave. Leaving behind the monkeys.”
How many of us have worked with people we felt were monkeys?
And asked ourselves; “Why and how did the company even allow themselves to hire them?”
Well, the truth of the matter, it’s not an easy task to achieve a perfect hiring fit between hiring managers and new hires. Most companies did not understand the fundamentals of this; as so well written and published by Harvard Business Review:
Courtesy of Harvard Business Review
❂ FIRST PROBLEM: HIRE FOR VALUES & CULTURE FIT.
When values fit is an issue, culture fit is going to be an issue. They feed on each other.
Consequentially increased attrition (or the lack of retention) is the natural outcome.
If the attrition numbers are poor; and by poor, I mean anything more than 10-15% attrition a year is considered poor.
My personal track record is 3% when I have full control of who I am interviewing and hiring as an Employer of Record (EOR) by providing an outsourced staffing solution for my client. If I cross 10%, I imagined I will be fired or my contracts are not renewed.
Any attrition more than 10% means there is a leak in the process when hiring for values and culture fit.
Hiring for Values Fit is the hardest thing to do in the world of recruitment and talent acquisition.
99% of companies I meet do not have a clue how to assess values fit. They based it on gut feel and sometimes even first impression.
Woah…hang on a minute.
How can this gut feel or first impression be consistent??
So, herein lies the first problem: Consistency.
If you have done any significant amount of candidates interviews, you will know this is a problem and what I am talking about.
After multiple interviews within, say a day or over a few days, you may start thinking that there were some candidates from yesterday or a few days ago whom you did not think would be suitable, now does not appear to be that bad.
This is a clear sign of inconsistency and human bias as our moods or our assessment of people changes by the day and by the quality of the candidates we come across.
❂ HOW TO FIRST FIX CONSISTENCY ISSUE
By first making sure you have some kind of irrefutable benchmark to take reference from.
What are the core values you are really going to assess? These provide the benchmark.
Those core values drives behaviors and that in turn drives culture.
By first identifying what are the core values the company wants to attract and retain, determines the types of “Monkeys” you are NOT going to allow into the cage.
This is your first priority in assessing candidates.
That is: who am I not allowing to go through the process even if the resumes is the brightest and appears to be the most polished or that it stands out?
So here comes the counterintuitive part that most companies make mistakes.
They usually start by looking for skills, experience and past track record. From resumes and LinkedIn profiles and using Applicant Tracking System software (ATS) or some form of screening tool to shortlist candidates based on text.
Text that the individuals write on their resume.
Where they should start is by short listing candidates based on VALUES FIRST and NOT skills first.
Because the Values determine the types of Monkeys you allow into the cage.
If the values are wrong, it is better to eliminate than to let it slip through the cracks.
To be consistent, we need to ensure Values are consistently being assessed first. Not skills.
Don’t get me wrong.
I am not saying skillsets have zero importance. That’s not what I am advocating.
I am saying that skills ONLY matters, when attitude and values are FIRST aligned.
❂ CONFLICT BETWEEN PERSONAL VALUES & CORPORATE VALUES
There are loads of statements about the types of corporate values there are.
But there are rarely sensible nor directly or easily co-related to individual values.
People are people. Their personal values are very often vastly different from corporate values!
Let me give an example:
Personal Values: “Considerate”
If I am generally a Considerate person, I will always think about the feelings of others before I act or say something. This is my core behavior driven by my personal core values.
This is difficult to relate with the core values of a company; say
Corporate Value: “Be Authentic”.
I may not always be authentic if I tend to be considerate, perhaps because I do not want unnecessary conflict or tell others they are wrong openly. I will consider their feelings or have difficulty saying “No”
Corporate Value: “Take Risks”
Personal Value: “Be Safe”
This is a clear contradiction between personal core value and corporate value, which is extremely hard to detect during an interview.
These lack of consistency in benchmarking personal values at the onset of hiring often lead to eventual conflict with corporate values and team values, resulting in the good ones feeling frustrated and leaving, and leaving behind the Monkeys.
❂ WHAT VALUES CAN WE MEASURE TO AVOID MONKEYS
These are some of the top positive key values (the list is actually quite long) we are able to measure, with a high degree of accuracy over the last 20 years of our work:
- Open minded
- Considerate / Kind Hearted
- Freedom of choice/decision
- Driven / Self Motivated
There are also a list of negative values (this list is non-exhaustive) we can identify as well:
- Self Centered
- Risk averse
- Money minded
- Closed minded
❂ LET’S SEE AN EXAMPLE
This person has the following values:
- Flexibility & Adaptability
Some areas of work that this person will excel in:
- Work that requires being detailed oriented such as: Operations or Project Management
- Better being a team leader than a mere follower or team player.
- Best to give them space and freedom to make decisions rather than strictly follow orders/instructions.
❂ WHY DOES THIS DRAWINGS ASSESSMENT WORK
Cognitive Psychology behind the Neuroscience
The visionary imprint of this “Slope” draws out, for example, our perspective of say, Money.
Everyone in the world, rich or poor, including Elon Musk, would want to make more and more money.
This is a universal perspective that transcends culture, gender, and nationalities.
Nobody will say they would want to make less and less money, for example.
Everyone wants to make more and more.
Hence this slope captures our perspectives that is dominant in our minds, whether it is Money, Careers, Business, Lifestyle, Relationships, etc…
❂ HOW DOES THIS COMPARE WITH TRADITIONAL PSYCHOMETRICS
There are already very well established personality psychometrics in the world such as:
- Big 5
- 16 Personality Factors
- Hogan and many many others.
All of the above psychometrics are of the following types:
- Questionnaire based
- Grading scale or Yes/No questions
- Limited profiles of typically 16 or 27 profiles.
But Drawmetrics is NONE of the above.
❂ WHAT IS DRAWMETRICS
Drawmetrics is NOT a personality psychometrics.
It is a Values neural analytics. It measures values systems in the following areas, which is second to none in the world today:
✪ Personal Values
✪ Behavioral Values
And every one’s Drawmetrics is never repeated. It is totally unique to the individual. No 2 Drawmetrics report in the world is the same, just like your DNA, Finger print, Iris, and Dental.
❂ CLIENTS WHO HAVE BENEFITTED FROM OUR RECRUITMENT SOLUTIONS
PART 2 TO BE CONTINUED…
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