Why Assessment Matters More to Start-ups and Small Businesses
by Jeremy Barnaby
One of the greatest pitfalls that small businesses and start ups have in hiring for key positions is the lack of a truly comprehensive selection process. Traditional selection practices are not enough to ensure that each hire is a remarkable hire. Even with persuasive data to back up the reliability of stronger assessment methods, we see a resistance to the adoption of advanced selection methods.
Our search practice includes advanced selection to ensure that quality is built into the engagement. In addition to being motivated to fill the job, we are motivated to fill it with the right person. Most firms are not set up to provide this type of service, yet they continue to flourish because their client companies are not pushing them to adopt a different approach to selecting talent. This is further perpetuated by most contingency firms that thrive by barraging their clients with relatively unfiltered candidates. Some candidates are good and stick, but more often than not the firm makes their money on sending as many people as possible with little care of embracing any formalized competency modeling or structured interviewing specifically geared to a job and company relevant success profile. You can’t blame them though, clients get candidates and the contingency firm does not have to invest in the time and resources to provide a better filter.
Exposing this endemic problem that inhibits small businesses and start ups from reaching their true potential is somewhat of a passion. I would like to engage in a dialogue with clients about the opportunity to enhance selection practices for better hires. To get the conversation started, I have written a slightly longer article on the topic. <read more>
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