Joe Murphy of Shaker Consulting Group

I sat with a recruiting team this week to discuss aligning staffing with their business strategy. In this case, the strategy was inclusive of how those not hired felt about the company and its brand. For some of their positions, each candidate could be a future customer, future employee, or potential competitor. Holding those thoughts in focus for a moment triggers some questions about the candidate experience. Continue Reading

Joe Murphy of Shaker Consulting Group

Sage advice to the trades suggests an accurate fit can be achieved by taking the time to measure, and then to take a second measure to verify, before making the cut. Two measures increase the confidence in and accuracy of the cut. Following that guidance helps reduce waste and rework when crafting a fine object. The same holds true building a workforce that achieves superior results. Using a multi-method pre-employment assessment allows you to measure twice or even seven times within one candidate experience, to help determine job-fit.

Measure Twice, Cut Once

I have worked in the trades and the joke about the advice above is – I cut it twice and it is still too short! Well intended and skillful recruiters sometime take a pipeline full of candidates, cut it twice and still make job-fit hiring decisions that miss the mark. Measurement to support job-fit decisions is critical.

Job-fit is complex. I have never sat across the desk from someone who said, “Our jobs are simple, people don’t need to bring much to be successful here.” In fact, even in entry level jobs, the variables that drive success are complex and can be difficult to objectively measure. Jobs with complex demands require rigorous evaluation methods, methods that measure twice and cut once. Continue Reading