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Why You Shouldn’t Make Hires With Your ‘Gut’ Instinct

According to Forbes, over 75% of employers are disappointed by the new people they hire because the employees are not suited for the position or living up to work expectations. Such a discouraging statistic begs the question, “Why have new employees been so disappointing?” The answer may surprise you: hiring managers are relying on their gut instincts to hire a candidate.

How many times has a hiring manager said that they had a good feeling in their gut about a new hire? “There’s just something about this candidate that makes me think they will fit right in. I trust my gut.”

Trusting your instincts, a.k.a. your gut, has to be the worst possible way to hire a new candidate. Remember, your gut is the same place that may have said the two-month-old lunch meat in the refrigerator was still good despite the mold; that it could handle the 6 mojitos and still feel well enough for work tomorrow; and that you don’t need to stop for directions because you are sure of which road to take this time.

In essence, something about the candidate put you at ease. You may have related to something they said or been wowed about their answers to your interview questions. The candidate’s personality and demeanor created a calm, happy or pleasing feeling in your body. So instead of going through the regular hiring procedures of putting the candidate’s resume through intense scrutiny, you trusted the good feeling you had in your gut.

It’s time to take your gut feeling out of the hiring equation. Every time a hiring manager puts a candidate on the payroll because “their gut told them to,” it leads to disappointment and loss profits for the company. The amount of time, money and work to hire and later fire an unqualified employee is too expensive a burden. There are better ways to find the dream candidate you are looking for whose experience and education fits the job position.

Use standard hiring practices combined with the latest technologies and platforms to screen candidates. Triple-check references, work experience and educational information to ensure that the candidate didn’t fudge the facts. Have more than one person involved in hiring the candidate whether the other person is another manager, the boss or a few stakeholders. By having more people at the interview, even if they just listen in, allows a more unbiased assessment of the candidate.

Another standard hiring practice should involve an applicant tracking system. An applicant tracking system is an application you can use to filter resumes based on the requirements of the job position. You will have the ability to manage resume data so you have the most important information available to conduct the interview.

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