![]() ![]() When there is a misalignment, it usually ends poorly for both parties. The costs to a company can be staggering and can range from 30% to 2.5 times or more of the position's annual salary (Navarra, 2022). Rather, it means there is a misalignment between the individual and the employer as it relates to the objectives of the role, skills and abilities, needs of the department/company, fit to the team/manager, and alignment with the strategy and company values/culture. ![]() Ultimately, like with other business decisions, managers/companies use the assessment process to reduce the costs and risks associated with a 'bad hire.' A bad hire doesn't mean the person is bad. Our focus is on our clients and ensuring they are armed with additional insights that help them make more fair and objective decisions. As third-party talent evaluators, we do not have to work under the same work-related challenges and have no vested interest in who is hired. The assessment process allows managers to step back and see things more objectively. ![]() ![]() Managers that use the assessment process tend to have a realistic view of their ability to manage all these competing demands and are more aware of the potential risk of biases influencing their decisions. These challenges can often cloud their judgment, making it harder for them to feel capable of making objective decisions. Hiring managers are often tasked with many responsibilities, competing demands, influences, pressures to perform and meet company goals. ![]()
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