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How to match the right candidates with the job

It is a problem that most companies face when hiring people. Resumes tell part of the story. Social media tells another. Recommendations tell yet another. In the end, you do your best to match the right candidates with the available jobs and hope for the best. Of course, you also have to deal with the fact that even if the new hire works out, the chances of them leaving for another company within 3 years is pretty high – it’s like a Hiring-as-a-Service recurring revenue opportunity for HR companies. Not to mention that the data seems to say that about half of the new hires fail within 18 months and only about 20% will actually be a home run. It may seem like the game is rigged against the employer.

Every time we talk with VARs and MSPs, they tell us that finding and hiring the right people is one of their biggest challenges. So in a World where there seems to be significant unemployment, why is this a problem? Finding a person to work and get paycheque is not difficult. Finding and matching the right candidate to do the job right is the real issue. Sometimes, you need to think outside of the box to solve problems.

Why not get an HR person who knows what they are doing and use some professional tools to help you make better assessments of candidates, before you hire them? Aline Ayoub is one of our HR VARCoaches. She has the right stuff to help you solve this problem.

One of the third-party tools that she uses is called the ProfileXT (PXT) assessment. It measures how well an individual fits specific jobs in your organization. The “job matching” feature of the PXT is unique, and it enables you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing and strategic workforce planning.

This assessment reveals consistent, in-depth, and objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. It helps your managers interview and select people who have the highest probability of being successful in a role, and provides practical recommendations for coaching them to maximum performance. It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management and reorganization efforts.

There are similar tools on the market. You just need a good one. That said, you simply cannot just get the tool and start using it without some knowledge and training. The right tools in the hands of the right people is where the magic happens. Matching the right people to fill the jobs is also where the magic happens.  Contact us for more information or Talk to Aline first to better understand your requirements and then get her recommendations and help.

Julian Lee