Selection level

Do you know who you're inviting into your company?

Organizations function at their best when the right people are in the right positions. This may sound very simple, but in practice, our choices and decisions sometimes turn out to be wrong. The results are not as expected, both the chosen candidate or new employee and the management end up dissatisfied, and this dissatisfaction affects the overall organizational culture and employee morale, ultimately impacting customer relations.

People often believe they have an "excellent sense for people." In the selection process, this can manifest as "reading candidates well" during interviews and being confident in knowing which candidate is the best choice. But is that really the case? Are we selecting candidates who we (subconsciously) like the most, or are we choosing the one that best fits the job requirements and the team?

Scientifically, it has been proven that:

The first 5-7 seconds of interaction with a candidate are often decisive in shaping the final impression or decision.
We unconsciously give preference to candidates who have similar personality traits and beliefs, or those who share important life circumstances with us.
We tend to favor candidates with better communication skills and higher emotional intelligence, even if their experience doesn't optimally match the job requirements.

Making the wrong choice can be costly, not only in financial terms but also in terms of damaged interpersonal relationships and the negative impact on the organization's culture when inviting someone who doesn't fit.

So, what do we need to know about an individual before inviting them into our company, in addition to their precise knowledge, skills, and experiences? In practice, there are 7 main questions that the leadership must be able to answer before hiring a new employee. Here are the first three:

What are the predominant characteristics of the candidate's personality and how do they manifest in their behavior?
How does the candidate's behavior change in stressful situations, and which events are most likely to trigger such states?
What are the main points of risk if we hire the candidate, and how to minimize their impact?

Are you interested in the answers to these questions before hiring a candidate or promoting an employee? Through a combination of various methodological tools and experiential approaches, we provide insight into an individual's thinking and behavior. A comprehensive evaluation offers a reliable and accurate forecast of how an individual will behave and feel in a specific work environment, as well as what an employer can expect from such a person.

Hire based on relevant data, not based on emotion.