{"id":2308,"date":"2021-03-05T17:32:31","date_gmt":"2021-03-05T06:32:31","guid":{"rendered":"https:\/\/greatpeopleinside.com\/australia\/?p=2308"},"modified":"2021-04-27T11:57:10","modified_gmt":"2021-04-27T00:57:10","slug":"your-ideal-candidate-when-hiring-whats-on-your-wish-list","status":"publish","type":"post","link":"https:\/\/greatpeopleinside.com\/australia\/your-ideal-candidate-when-hiring-whats-on-your-wish-list\/","title":{"rendered":"Your ideal candidate when hiring \u2013 what\u2019s on your wish list?"},"content":{"rendered":"<p>We usually see various words and phrases in job ads that describe an employer\u2019s wish list for hiring an ideal candidate.<\/p>\n<p>This statement below I came across recently brought a smile to my face as it reminded me of this.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center;\"><strong>Can you perform under pressure? asked the recruiter.\u00a0<\/strong><\/p>\n<p style=\"text-align: center;\"><strong>No, said the candidate, but I do a mean Bohemian Rhapsody!<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Some more standard features you might see employers looking for in hiring an ideal candidate are:<\/p>\n<ul>\n<li>Ambitious<\/li>\n<li>Resilient<\/li>\n<li>Bubbly personality or Can-do attitude<\/li>\n<li>Clear thinker and have a Strong work ethic<\/li>\n<li>Share our passion<\/li>\n<li>Accuracy and Attention to detail<\/li>\n<li>a Team player, a Strong Leader, and yes, Perform Under Pressure!<\/li>\n<\/ul>\n<p>As an illustration, the typical wish list for the &#8220;perfect employee&#8221; often reads something like this:<\/p>\n<p><em>&#8220;We are looking for someone\u00a0<strong>ambitious<\/strong>\u00a0who will demonstrate\u00a0<strong>initiative\u00a0<\/strong>and\u00a0<strong>resilience<\/strong>\u00a0has the maturity always to remain<strong>\u00a0calm and professional<\/strong>. You will have an\u00a0<strong>excellent work ethic<\/strong>\u00a0and have\u00a0<strong>outstanding communication skills<\/strong>.\u00a0<\/em><\/p>\n<p><em>You are\u00a0<strong>respectful<\/strong>\u00a0and enjoy\u00a0<strong>working in a team<\/strong>\u00a0in a\u00a0<strong>fast-paced<\/strong>\u00a0environment in which you will be able to\u00a0<strong>prioritise<\/strong>\u00a0and\u00a0<strong>handle multiple tasks<\/strong>\u00a0while meeting deadlines&#8221;.<\/em><\/p>\n<p>Job advertisements will also include what the work involves, and the qualifications and experience needed to be a successful applicant.<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"margin: 0cm;\"><b><span style=\"color: #0e101a;\">Consider the total recruitment cost of hiring a non-ideal candidate<\/span><\/b><\/h4>\n<p>Despite rigorous selection processes, many <a href=\"https:\/\/www.leadershipiq.com\/blogs\/leadershipiq\/35354241-why-new-hires-fail-emotional-intelligence-vs-skills\">studies<\/a> tell us that up to 50% of new hires fail within 18 months.<\/p>\n<p>For Australian businesses, the cost of these failures is indeed high.\u00a0<a href=\"https:\/\/www.hcamag.com\/au\/specialisation\/employee-engagement\/this-is-how-much-it-costs-to-hire-one-employee\/192036\">Recent research<\/a>\u00a0discovered the direct recruitment costs to hire ONE employee are on average a staggering\u00a0<strong>$19,000<\/strong>!<\/p>\n<p>Add to that\u00a0<strong>another 30% to 50%<\/strong>\u00a0of the annual salary with the total cost of induction, orientation, training, maintenance, termination, and lost opportunity.<\/p>\n<p>There would be \u201cskin and hair flying\u201d in many management meetings if all these costs showed up on a Profit and Loss Statement line.<\/p>\n<h4><strong>Your choice <\/strong><\/h4>\n<p>So, what gets in the way of more consistent selection outcomes when it comes to hiring an ideal candidate based on a wish list? Most would agree that even the most basic selection process can get it right with the required qualifications and experience for a role.<\/p>\n<p>However, when it comes to attributes similar to the examples below, the ability to precisely assess if the person sitting in front of us possesses these is\u00a0close to impossible:<\/p>\n<ul>\n<li><strong>Tenacious<\/strong><\/li>\n<li><strong>Ambitious<\/strong><\/li>\n<li><strong>Resilient\u00a0<\/strong><\/li>\n<li>possesses <strong>I<\/strong><strong>nitiative<\/strong><\/li>\n<li>will <strong>R<\/strong><strong>emain calm and professional, <\/strong>and<\/li>\n<li>has an <strong>E<\/strong><strong>xcellent work ethic.<\/strong><\/li>\n<\/ul>\n<p>People tell us what they think we want to hear; after all, they are looking for a job!<\/p>\n<p>Consequently, many of us make our hiring decisions based on our &#8220;gut feel&#8221; and what we &#8220;liked&#8221; about the candidate during the interview. In essence, we hire people we like.<\/p>\n<p style=\"margin: 0cm;\"><span style=\"color: #0e101a;\">Given that\u00a0<\/span><a href=\"https:\/\/www.businessinsider.com.au\/job-interview-lies-australia-2018-10\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #4a6ee0;\">research<\/span><\/a><span style=\"color: #0e101a;\">\u00a0tells us that more than 40% of Australians think it&#8217;s okay to lie during an interview, this stacks the odds against us. We need to add some objective data to our &#8220;gut feel&#8221; to help us get it right more consistently.<\/span><\/p>\n<h4><strong>The way forward for hiring more ideal candidates<\/strong><\/h4>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-2310 size-medium\" src=\"https:\/\/greatpeopleinside.com\/australia\/wp-content\/uploads\/2021\/03\/Image-2-201x300.png\" alt=\"\" width=\"201\" height=\"300\" srcset=\"https:\/\/greatpeopleinside.com\/australia\/wp-content\/uploads\/2021\/03\/Image-2-201x300.png 201w, https:\/\/greatpeopleinside.com\/australia\/wp-content\/uploads\/2021\/03\/Image-2-473x705.png 473w, https:\/\/greatpeopleinside.com\/australia\/wp-content\/uploads\/2021\/03\/Image-2.png 567w\" sizes=\"auto, (max-width: 201px) 100vw, 201px\" \/><\/p>\n<p>The next generation award-winning Great People Inside (GPI) customisable assessment platform now available in Australia allows you to choose those specific attributes on your recruitment wish list.<\/p>\n<p>Therefore, if you want to assess certain attributes, these can readily be selected. For example, attributes like:<\/p>\n<ul>\n<li><strong>Resilience <\/strong><\/li>\n<li><strong>Tenacity <\/strong><\/li>\n<li><strong>Ambition <\/strong><\/li>\n<li><strong>Discipline<\/strong><\/li>\n<li><strong>Customer Focus <\/strong><\/li>\n<li><strong>Closing sales<\/strong>.<\/li>\n<\/ul>\n<p style=\"text-align: right;\"><b><span style=\"font-size: 7.0pt;\">Thanks to <\/span><\/b><a href=\"https:\/\/unsplash.com\/@fiteka\"><b><span style=\"font-size: 7.0pt;\">https:\/\/unsplash.com\/@fiteka<\/span><\/b><\/a><b><span style=\"font-size: 7.0pt;\"> for this image<\/span><\/b><\/p>\n<p>Over 60 validated psychometric dimensions are available to precisely evaluate the crucial traits for both your business and the specific role. And if we don&#8217;t have what you need, we will build it for you.\u00a0We call this full customisation.<\/p>\n<p>With this in mind no longer are you restricted to relying on your gut feel and hiring people you &#8220;like&#8221;. You can easily create GPI assessments as short or as long as you wish.<\/p>\n<p>By adopting this approach, specific objective data can be added to your selection process and increase your success rate by up to 300%.<\/p>\n<h4><strong>Don&#8217;t take our word for it!<\/strong><\/h4>\n<p>We were delighted to recently receive the following feedback from one of our clients who has been using with great success the Great people Inside (GPI) platform for more than 18 months. This client uses the GPI platform to assess alignment to the company values of both internal employees and new recruits.<\/p>\n<p>They tell us, <strong>&#8220;<\/strong><em><strong>We are observing through using the GPI profiling tool to test for values fit, we are naturally defining critical success factors to base our hiring decisions on. <\/strong><\/em><\/p>\n<p><em><strong>The more we benchmark our top performers and see success in our new recruits, the more we learn about what are the critical behaviours and interests that make a person a successful cultural fit in our business. <\/strong><\/em><\/p>\n<p><em><strong>Whilst we would like to think we were good at picking this up before, GPI provides us with an evidence-based, tangible tool to confirm this and has been a real value add to our hiring decisions&#8221;.\u00a0<\/strong><\/em><\/p>\n<p>If you&#8217;d like to learn more, we&#8217;d be happy to let you try us\u00a0<strong>for free.\u00a0<\/strong>Click\u00a0<a href=\"https:\/\/greatpeopleinside.com\/australia\/campaigns\/\"><strong>HERE<\/strong><\/a>, and we&#8217;ll be in touch straight away.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>We usually see various words and phrases in job ads that describe an employer\u2019s wish list for hiring an ideal candidate. This statement below I came across recently brought a smile to my face as it reminded me of this. &nbsp; Can you perform under pressure? asked the recruiter.\u00a0 No, said the candidate, but I [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":2309,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[28,33,14],"tags":[91,75,93,66,80,89],"class_list":["post-2308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-advice","category-decision-making","category-news","tag-benchmarking","tag-customised-assessments","tag-employer-wish-list","tag-great-people-inside-platform","tag-hr","tag-recruitment"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Your ideal candidate when hiring \u2013 what\u2019s on your wish list? - Great People Inside 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