The #1 cause of turnover is a bad job fit.
The candidate took the job believing they could do the job.
You hired them believing they could do the job.
You both needed better information.
This Job Performance Model shows the three sets of information that are necessary to get a complete picture of a candidate’s potential job performance.
- Attitude, Values, Interests & Motivation are important intangibles that are best explored in interviews and job references.
- Skills, Education & Experience may or may not be related to the job at hand. In some cases, skills can be demonstrated, but most of the time they must be evaluated through interviews, work history, and job references.
- Hard-Wired Traits & Cognitive Abilities are only measurable with current assessment technology. Most selection systems are centered around resumés, interviews and references. Many of those that do use some types of assessments, use older products that do not include cognitive measures. Even some of the ones that do have cognitive measures, are limited to simple percentage matches to job profiles. These are not detailed enough to identify key turnover issues, although they can help to some extent.
A more direct and practical way of understanding the Model of Job Performance is this one:
- Attitude, Values, Interests & Motivation are what the candidate WANTS TO DO. These change and can be influenced by circumstances.
- Skills, Education & Experience are what the candidate HAS DONE & KNOWS. New skills can be learned, and experience can be gained.
- Hard-Wired Traits & Cognitive Abilities are what the candidate CAN DO. These do not change. As measured with the latest instruments, they remain stable despite coaching, training or incentives. This is good news, since they form the foundation of each person’s unique strengths and can be easily applied to any type of job with No Bad Hires.
Would it make sense to know what the candidate CAN DO before discussing
what they WANT TO DO or what they HAVE DONE?
what they WANT TO DO or what they HAVE DONE?
EXAMPLE:
A call center with hundreds of agents was experiencing high turnover. Hoping to reduce turnover by 10%, they introduced a new assessment application that matched agents to their most effective call queues and steered them away from bad matches. Turnover actually decreased by 30% - 40% with a corresponding 16.5% increase in productivity. (A white paper with more details is available on request.)
Cut your turnover with No Bad Hires.
