According to a Careerbuilder survey, a bad hire can cost the hiring organization as much as $50K and most of these bad hires are attributed to the hiring manager either making a rushed decision or inadequate talent intelligence. In essence they are hiring what is called a “false positive”. A false positive is a candidate that looks great on paper or in the interview but turns out to be a toad fish rather than a marlin.
Now are you getting it? False positives unfortunately are going to occur especially when an organization is in such a rush to fill a position however false negatives can be avoided with minimal effort. Now I understand you don’t think you have the time to find every big fish out there and you’re willing to forego the marlin and catch something much smaller as long as you can save time doing it. In other words that speckled trout won’t look as good on your wall as the Marlin but at least you didn’t have to spend five hours in the hot sun looking for him.
That analogy might describe the current hiring process as you know but what if I told you that every time you got a nibble you could know within five minutes whether to cut bait or reel it in? No matter how deep your line went you could know exactly what was biting. I’ve had hiring managers bring candidates of mine in for interviews within five minutes of seeing them on video who they had previously rejected as not being worthy.
If you haven’t worried about the one that got away it is time to start because hiring “good enough” isn’t always going to cut it. Your organization is not going to grow and you can’t keep pace with your competitors if you are not hiring employees who can passionately further your cause. You already know this. What should most trouble you is that in every hiring process you have the potential to dismiss a job candidate, sight unseen, who could take your organization to new heights. So far your philosophy has been, “What the eye doesn’t see the heart doesn’t grieve over.”
You’d better start grieving!