{"id":8850,"date":"2019-02-09T19:04:57","date_gmt":"2019-02-10T00:04:57","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=8850"},"modified":"2020-07-07T08:16:50","modified_gmt":"2020-07-07T12:16:50","slug":"time-spent-hiring-employee-buying-car","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/time-spent-hiring-employee-buying-car\/","title":{"rendered":"What Takes Longer: Hiring an Employee, or Buying a Car?"},"content":{"rendered":"

\"hiring<\/a>Which do you think takes longer: hiring an employee, or buying a car? You may have heard the expression \u201cmost people hire too quickly and fire too slowly.\u201d \u00a0In my experience, this is accurate, especially for higher stakes, professional roles.<\/p>\n

A while back, I worked with an established small company that is known for providing high calibre professional services. It was clear they\u2019d had some bad experiences in the past with hiring staff. They work in a regulated field where the professionals need to earn a specific degree and pass an exam (e.g., like accounting or law). I knew that if I agreed to work with them, I\u2019d better make sure that their new hire was a perfect fit, or they\u2019d be likely to complain bitterly about me, just like they had complained bitterly about former employees who hadn\u2019t worked out.<\/p>\n

Sometimes it\u2019s Difficult to Distinguish Between Candidates<\/strong><\/span><\/h2>\n

To make sure that this business owner would be happy, we talked through his needs in detail. I reviewed his website, his draft job posting, and the qualities that he was looking for in his new hire. We also looked at the qualities he wanted to avoid in a future hire. Using this information, I focused on developing a measurable profile of his ideal junior professional. I wrote \u201cfake-proof\u201d interview questions, scoring criteria, and a script for a reference check (for more information about my approach to hiring, read this previous blog post Advice for Better Hiring<\/a>).<\/p>\n

\"Hiring<\/a>One of the challenges that employers face when hiring credentialed professionals is that on the surface, most of the candidates look similar. There tend to be a fixed number of universities that offer these programs. In addition, the candidates all pass the same exams. This means that when hiring a junior accountant or a junior lawyer, differences between candidates are hard to distinguish. When you factor in the reality that most smart people know what to say during an interview, it can be really hard to tell who will deliver on the job, versus who simply knows what to say during the interview.<\/p>\n

Soft skills, on the other hand, are hard to fake (and almost impossible to teach). Therefore, I make sure that the most relevant soft skills<\/a> are evaluated during the hiring process. As I noted in a previous blog post:<\/p>\n

\u201cSoft skills are the tools that we use to\u00a0apply\u00a0our knowledge, skills, abilities, and experiences. Soft skills have a huge impact on how effectively an employee performs their assigned tasks and duties. Soft skills include things like judgment, initiative, interpersonal skills, and flexibility. They include an ability to effectively communicate verbally and in writing.\u00a0Soft skills are how we use and apply\u00a0<\/strong>our knowledge, skill, and abilities<\/strong>.\u201d<\/em><\/p>\n

In my opinion, it\u2019s straightforward to evaluate a job candidate\u2019s knowledge and work experience, especially when the credentials are well understood and verifiable. It is easy to confirm that a candidate has the right degree and designation.<\/p>\n

On the other hand, soft skills, including things like empathy, a learning mindset, professionalism and conscientiousness take some skill to assess reliably.<\/p>\n

Hiring an Employee versus Buying a Car \u2013 Guess Which Takes Longer<\/strong><\/span><\/h2>\n
\"\"<\/a>

Image from CARIGOS.COM \/ Audi<\/p><\/div>\n

This summer, I had the pleasure of test driving some cars. I was mulling over the idea behind this blog post, so I asked one of the sales associates about the average amount of time that a person invests into buying a car. Here\u2019s what he told me:<\/p>\n

    \n
  1. Online research: a minimum of two to three hours<\/li>\n
  2. Five or six email exchanges to clarify details about the vehicles most interested in: one hour<\/li>\n
  3. Visits to the dealership and test drives: a minimum of two to three hours per visit;<\/li>\n
  4. An average of two more visits are needed to take care of all the details such as the sales contract, financing and licensing<\/li>\n<\/ol>\n

     <\/p>\n

    This means at a minimum, most people will take at least five<\/strong> to eight<\/strong> hours to buy a car.<\/p>\n

    Now, back to the professional services firm from earlier. I helped them hire someone who is hardworking and very promising. Although they hired a terrific junior professional, the owner was somewhat frustrated at the time and effort required for the hiring process.<\/p>\n

    I\u2019ll admit that the resume screening, preliminary and in-depth interviews, and reference checks required time and effort. But, in my opinion, when you\u2019re hiring someone who will cost $55,000 to $65,000 per year in salary, indefinitely, shouldn\u2019t you invest at least as much time as it takes to buy a car? A car is a one-time purchase that should last for years, while you\u2019ll pay your employee year after year.<\/p>\n

    In addition to the financial cost of this employee, there\u2019s a very real chance that a poorly chosen employee will reflect poorly on a company \u2013 much more than a poorly chosen car ever could. Yet, many employers don\u2019t want to commit to spending five to eight hours carefully evaluating and comparing the top two to three candidates for a job. Given the problems evident in many organizations such as low employee engagement, poor retention, high turnover and limited loyalty, I\u2019d argue that the time has come to re-evaluate the way hiring decisions are made.<\/p>\n

     <\/p>\n

    Do you need help navigating the world of human resources and work?\u00a0<\/strong>Contact Dr. Helen today for a free and confidential initial consultation by\u00a0phone<\/a>,\u00a0email<\/a>,\u00a0or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>, or\u00a0LinkedIn<\/a>.<\/p>\n

    In some situations, when you don’t need a full hour, especially when it’s urgent, career coaching\/information-by-the-minute<\/a> <\/strong>via the Magnifi app<\/strong> is a very practical option.<\/p>\n

    \u00a0<\/a><\/div>\n

     <\/p>\n

    Have you ever wished you could get inside the head of a hiring manager? You can.\u00a0<\/strong>Dr. Helen Ofosu is a Career Coach\/Counsellor with a difference. She has worked for organizations to create hiring and screening tools. She\u2019s created countless pre-screening tests, interviews,\u00a0simulations,\u00a0and role plays for organizations of all kinds.<\/p>\n

    Dr. Helen\u2019s training in Industrial and Organizational\u00a0(I\/O) Psychology<\/a>\u00a0means she is a genuine expert in evaluating work-related behaviours. She uses those skills to help hiring\u00a0managers\u00a0tell\u00a0the difference between\u00a0people who say the right things during interviews and people who actually deliver on the job.\u00a0In other words, Dr. Helen understands first-hand how job candidates are assessed.<\/strong><\/p>\n

     <\/p>\n

    More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

     <\/p>\n

    I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.\u2122<\/p>\n

     <\/p>\n

    Please share this article using any of the social media icons below.<\/p>\n","protected":false},"excerpt":{"rendered":"

    One of the challenges that employers face when hiring credentialed professionals is that on the surface, most of the candidates look similar. There’s a fixed number of institutions that offer relevant programs. The candidates all pass the same exams. Often, they know what to say during an interview …<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,304],"tags":[181,78,198,126,31],"class_list":["post-8850","post","type-post","status-publish","format-standard","hentry","category-blog","category-hiring-staff-hr","tag-expertise","tag-hiring","tag-hiring-staff","tag-io-psychology","tag-soft-skills"],"yoast_head":"\nWhat Takes Longer: Hiring an Employee, or Buying a Car?<\/title>\n<meta name=\"description\" content=\"Which do you think takes longer: hiring an employee, or buying a car? 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