Identity Crisis

The importance of conducting personality assessments as part of the interview process.

Illustration of mechanical gear with green, blue and pink abstract background.
"I think of people as a system working together." / Copyright: abstract412

The key to staffing, says Luke Sheppard, author of Driving Great Results, is not just hiring to fill holes, but specifically determining who you need. If that sounds like common sense, it is—except when you needed a line cook yesterday and you concede somebody is better than nobody. Not true: “Forty-six percent of new hires in U.S. and Canada fail within 18 months—that’s across all industries,” Sheppard says. “They come on board, they’re a warm body, and then they’re gone.” The cost of hiring, onboarding, training, and then losing an employee within that window? An average of $30,000 to $40,000. Instead, conducting a quick behavioral assessment (Sheppard recommends Everything DiSC) before an in-person interview will help you identify who is a fit for both the role and your team. Sheppard’s advice:

  1. The biases we encounter are hardwired and ingrained. When you see someone come in and you get the confirmation vibe, you want to convince yourself that person is the right candidate.
  2. I look at people as a system working together. If you think of a car and its mechanical system, all the parts have to work together. We often look at people as if they’re disposable individual resources that you plug into a system. But when all components—meaning the behavior styles—gel, it’s the whole versus the sum of the parts.
  3. If you invest a small amount of money and time now, it will pay dividends.

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