Featured ContentSee all
According to PwC’s 15th annual Global CEO Survey, talent remains a “top priority for CEOs”. 53% of global CEOs and 46% of U.S. CEOs see the “availability of key skills as a threat to their growth prostpects. And a majority of CEOs (68 percent global; 71 percent U.S.) wish they could spend more time focused on developing the leadership of their business and their talent pipeline.”Read more
The interview process for professional jobs may never be perfected. It is dependent on the organization, the role, the hiring manager, the recruiter, and the candidate. The process is regulated to control illegal bias and new ideas on how to assess seem to crop up daily.
And people still make hiring mistakes.
There are a lot of reasons why. And these vary by employer. Many managers feel that in a one hour discussion they can learn everything they need to know that wasn’t on the resume. They believe they have a keen intuition and can read people well enough to make the call based on that meeting.
They can, undoubtedly, form an opinion. And many times, it will be correct, or at least sufficiently correct. But every once in a while, the process fails, and a hire that once had everyone smiling and giving a big “thumbs up” turns out to be someone they regret hiring.