How effectively are résumés helping us match talent with opportunity? Let's take a look:
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80% of the workforce is in some stage of disengagement with their work... Only 14% of the workforce are in roles that draw from their strengths In a recent survey, well over 90% of senior HR Officers believed their workforce was unprepared to deliver on company goals and meet the competitive challenges Conflict, especially with the immediate supervisor, Lack of depth is crippling organizations, placing continuity at risk |
The statistics are irrefutable. The conclusion is inescapable. The tools and the approaches we've relied upon in matching talent with opportunity are broken.
Résumés are dead. They have been at the foundation of the hiring process for over 50 years, yet the information they contain - education, credentials and work experience - are the least reliable predictors of how long someone will stay with your organization and how productive they will be.
What factors are reliable predictors of engagement, retention and productivity? The four critical aspects of fit.
Fit is a necessary prerequisite to engagement, and high levels of engagement set the stage for sustained, superior business performance. Fit is the leading indicator; the sustainable competitive advantage is the outcome.
The most reliable way to secure the business performance outcomes you want is to ensure you are managing the leading indicators. You wouldn't leave your results to chance... would you? Fit doesn't just happen; it's the result of a carefully tuned business process.
You can evaluate the effectiveness of your leaders by using the CheckPoint Management System. Quality leadership is a critical requirement for workplace productivity and employee engagement.
A leading bakery in the North East changed their hiring process and found themselves increasing employee engagement, improving productivity and reducing turnover.
Myth #1: I can only afford to hire people who have experience (usually at least 3-5 years,) in this country/industry/job.