Most companies boast that they hire the best people. So, how does it happen that you often come across less than stellar colleagues and wonder how on Earth they got hired?
Well, scientific research proved that interviews predict only about 30% of successful job performance. This means that out of 100 people who performed well in the interview and subsequently were hired, only 30 performed well in the job. That means that there is not even a 50-50 chance of picking the right candidate. It’s really like shooting in the dark. Nonetheless, the employers place their faith into their gut feelings and into interviews.
So, how does an employer approaches a need to fill a position? They place an ad to attract the most talented candidate. They want to find someone who can do this job right now and efficiently.
For the most part, employers are extremely short-sighted with respect to recruitment. Their logic is only concerned with the results being delivered today and tomorrow, and not three months down the road. And if they have to train a less experienced person, then those results will be postponed until 2 or 3 months from now. This means, they will be losing money in the short-term. They don’t think that if they train that person, in a year that person may save them much more than they originally invested.
When hiring, the employer wants to know that the person can do the job FOR SURE. And which person is guaranteed to be able to do the job for sure? Naturally, it’s going to be the person who has already done this job or something very similar before.
Many people think, and rightly so, that if you have brains and talent, coupled with education, you will be able to master pretty much any job. Well, of course if you are a chemist you may not be able to do highly qualified financial or IT jobs. But given time and some training, you would probably catch up.
The employers are concerned that if they put money into your training, and then, by some small chance, you don’t work out, they would have to start from ground zero. That’s why employers prefer hiring people with experience. This may not be the best approach, but it’s a safe one. And it solves the employer’s immediate problem.
The reality is that with the current hiring approach, people who end up in jobs are not necessarily best fitted people for those jobs. For example, I started my corporate career as an Executive Assistant (EA). Although I was reasonably good at it, I certainly was not the best. It simply was not my calling. But if I were to apply for an EA position now, I know I would get it, because I have experience. Then what would happen? The employer would pass up a potentially a stellar EA with no experience, for a regular one (me) with experience and good interview skills. But such is the case, right now.
I want you to have a good understanding of the situation with job search and recruitment, so you don’t take job rejections personally. In the current hiring process experience trumps potential. There is a lot of disappointment when you don’t get a job. You think: “Why didn’t they pick me? I certainly could do the job.” And I have no doubt that you could, given a chance. If you personally did not get the job, it just means there were candidates with more experience bidding against your potential.
Grab my Free “3 Steps To Job Search Success” Report to learn 3 Deadly mistakes that can cost you your next job http://www.careercascade.com
Marina Gapeenkovais a Certified Human Resources Professional, with over 10 years combined experience in coaching, human resources and recruitment.
Her Human Resources experience sheds the light into behind the scenes decision making process of recruiters and hiring managers. This insight will be invaluable to job seekers who are having difficulties in getting recruiters to call them back for job interviews. You can also contact Marina at the following link http://www.careercascade.com/contact/