{"id":993,"date":"2016-01-30T09:25:12","date_gmt":"2016-01-30T14:25:12","guid":{"rendered":"http:\/\/ioadvisory.com\/?p=993"},"modified":"2019-09-16T09:34:04","modified_gmt":"2019-09-16T13:34:04","slug":"using-io-psychology-better-hiring-process","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/using-io-psychology-better-hiring-process\/","title":{"rendered":"Using I-O Psychology For Better Hiring"},"content":{"rendered":"

\"i-o<\/a>I\u2019ve often heard the expression \u201cpeople are too quick to hire and too slow to fire …\u201d but in practice, most hiring still remains way too quick. Given what\u2019s at stake I\u2019m surprised. This does, however, provide a chance to put the power of Industrial \/ Organizational or I-O Psychology<\/a><\/strong> — sometimes called work or business psychology — to good use.<\/p>\n

 <\/p>\n

Hidden Costs of a Bad Hire<\/strong><\/span><\/h2>\n

When you drill down and think about the costs associated with making a bad hiring decision, it\u2019s easy to see how those costs add up. For example, there\u2019s the time lost on recruiting and training another employee, the negative impact on employee morale, and fewer sales \/ lower productivity.<\/p>\n

 <\/p>\n

\"using<\/a><\/p>\n

 <\/p>\n

There are also operational consequences of making a bad hiring decision. For example, there may be low quality work. If your new employee delivers poor customer service then this will be counterproductive if it prevents repeat business.<\/p>\n

In addition, when you factor in the time spent screening applicants, interviewing them, preparing a letter of offer, training\/onboarding, etc. it can easily cost $25,000 or more depending on the salary of the staff involved in the hiring process (and the salary of the new employee).<\/p>\n

<\/h2>\n

<\/h2>\n

<\/h2>\n

How Do You Make Sure You Get Good Value for Your Money?<\/strong><\/span><\/h2>\n

\"\"<\/a><\/p>\n

 <\/p>\n

When hiring staff, it\u2019s rare that anyone forgets to assess knowledge. For instance, if you\u2019re hiring an engineer or accountant, you confirm that they have the appropriate credentials. But let\u2019s face it, in practice; the core knowledge possessed by two people with similar credentials is not what separates them. Normally, what distinguishes between two people who look similar on paper is how<\/em> they apply their knowledge<\/strong>. Do they have similar judgment? Are they able to explain things to their colleagues and clients? Are they pleasant to work with or do they alienate others? These are important questions but why do so many people forget to assess behaviours\u00a0 (aka soft skills<\/a>) \u2013 or do it poorly?<\/p>\n

 <\/p>\n

 <\/p>\n

\"using<\/a><\/p>\n

As a specialist in I-O psychology, I have expertise in assessing human behaviour within the context of work<\/a>. I use techniques from I-O Psychology as part of the hiring process<\/a>. This means that I can help you to identify the key behaviours that your next hire should excel at \u2013 then I can help you to evaluate it during the hiring process.<\/p>\n

 <\/p>\n

Interested in learning more about how to make better hiring decisions?<\/strong> Sign up for an upcoming Lunch & Learn session in Ottawa on February 17th<\/sup><\/a>, 2016.<\/p>\n

 <\/p>\n

 <\/p>\n

In the meantime, if you’re interested in next level<\/em> Career Coaching or HR Services I invite you to contact me by email<\/a>, phone<\/a>, or via direct message on Twitter,<\/a>\u00a0\u00a0Facebook<\/a>, or\u00a0LinkedIn<\/a>. Phone and video appointments are also available.<\/p>\n

 <\/p>\n

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

 <\/p>\n

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

 <\/p>\n

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

As a specialist in Industrial \/ Organizational (I\/O) psychology, I have expertise in assessing human behaviour within the context of work. 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