The Hiring Process is Broken.

Technology and our workforce are advancing at rapid speeds. So why are our hiring processes still stuck in the dark ages?

Technology and our workforce are advancing at rapid speeds. So why are our hiring processes still stuck in the dark ages?

It’s easy to get comfortable doing things the way they’ve always been done. However, in doing so some companies are overlooking an extremely important fact that’s inhibiting their success:

The hiring process is completely broken.

Consider these surprising facts:

●     46 percent of all new hires fail within 18 months

●     40-60 percent of management new hires fail within 18 months

●     Nearly 50 percent of executive new hires fail within 18 months

Looking at these numbers, it’s clear to see that the status quo of how we hire is no longer effective. So where are we going wrong?

To understand why hiring fails so often, let’s take a deeper look at what the standard hiring process looks like for today’s companies.

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The Standard Hiring Process

Here’s how hiring happens at a large majority of companies — from Fortune 500’s to SMB's:

  1. Your company posts a job vacancy

If your company is looking to hire for a new position, the first step is usually to write a new job description and post the vacancy on online job boards.

There are currently thousands of job boards across the internet, so finding and narrowing down the best ones for you can be time-consuming—and costly. In fact, Studies show companies tend to spend around $170 on advertising an open job position for each job board they list on.

Once your job is listed, you’ll need to ensure its continuously renewed and getting attention from job seekers. Otherwise, you’ll need to rewrite and retarget your listing.

  1. Time is spent sorting through hundreds — or thousands — of candidates

Once your job posting has begun to bring in applicants, you’ll need to start sorting through them. On average, each corporate job posting attracts close to 250 resumes, with lower-level positions attracting even more.

Statistically, more than half of those applicants won’t meet your minimum qualifications, and a portion of them possibly didn’t even read your entire job posting. Out of those 250 or more resumes, you’ll likely want to interview 4 to 6 candidates.

  1. Sending out requests for interviews

On average, by the time a company begins interviews, around two months have gone by. By this time, a few of the people you’re interested in interviewing have probably moved on to another position.

So, let’s say you hear back from four candidates.

  1. Conducting interviews

When it’s time to finally conduct interviews with the handful of candidates you believe might work, get ready for some scheduling coordination. You’ll likely want your candidate to interview with HR, team members, and members of your leadership team. Getting multiple interviews on everyone’s calendar can feel like playing a game of Tetris.

Even after you’ve finally gotten everything scheduled, be prepared for some shuffling. Two of your candidates are late. Leadership can’t accommodate, so they may need to reschedule.

You quickly realize that two of your candidates aren’t not a great fit right off the bat. They don’t have the experience or qualifications that their resumes seemed to imply they had. Or maybe, they weren’t clear on what the job entails. One is a bad culture fit.

One candidate seems as though they may be a good fit.

  1. Sending a job offer

It’s now been 4 months. You have a few lingering hesitations about your candidate choice, but you’re feeling pressure to get the position filled, and you’ll do anything to avoid starting the recruitment process over. So, you send an offer letter. Your candidate accepts, and everyone breathes a brief sigh of relief. Until….

  1. Your candidate starts their new position

By this time, you’ve spent 4 months and more than $4k on your new hire. Now, you need to train and onboard them. Though, no one knows how to train the new employee, since the person who left their position previously was truly the only one who knew the ins and outs of the job. And you’re not alone — only 12% of employees think that their company does a good job of on boarding.

This poor on-boarding leads to a rocky start. On day 5, your new candidate is clearly unhappy and overwhelmed. You begin to have a nagging suspicion they may not be a great fit after all.

Unfortunately, starting over with the recruitment process is so intimidating that you continuously justify your hire. You neglect to fire them out of fear your hiring team will be seen as a failure. So, your new candidate remains in a position they weren’t cut out for. In turn, they drag down performance of the whole team.

Your fears are realized when a member of your new hire’s team quits out of frustration. What used to be a ‘great place to work’ becomes a toxic environment. And unfortunately, you now need to begin the process of hiring yet another replacement.

You’ve likely spent up to 30% of this new employee's first-year earnings on a bad hiring decision.

Does this endless cycle of hiring purgatory sound familiar?

Unfortunately, this scenario is all too real for a large majority of today’s companies. As we’ve seen above, more than half of hires follow this destructive pattern, costing businesses & job seekers countless hours of lost time and quite a bit of money.

When you break down this process, it becomes extremely clear that it’s broken. Yet, many companies simply don’t know how to fix it.

That’s about to change. A new age workforce requires a new kind of hiring.

Enter Hussle. Over the next few weeks we’re going to look at all the problems with the hiring process that has been accepted for too long and what Hussle is doing to fix it!

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