top of page
  • Writer's pictureJames Johnson

Making Better Hires: Predicting Success and Finding Talent That Matches

Hiring the right people is essential for any business. A good hire can contribute to the company's success, while a bad hire can be costly and disruptive.

In today's competitive talent market, it's more important than ever to make better hiring decisions. This means using data and analytics to predict which candidates are most likely to be successful in a particular role.

There are a number of factors that can be used to predict candidate success. These include:

  • Skills and experience: The candidate's skills and experience should be a good match for the requirements of the role.

  • Personality and fit: The candidate's personality and fit with the company culture should be considered.

  • Motivation and drive: The candidate's motivation and drive to succeed should be assessed.

  • Potential for growth: The candidate's potential for growth and development should be considered.

In addition to these factors, it's also important to consider the company's specific needs and goals when making hiring decisions. For example, if the company is looking for a quick hire, they may be willing to compromise on some of the factors listed above.

There are a number of tools and resources available to help businesses predict candidate success. These include:

  • Hiring assessments: These assessments can help to measure a candidate's skills, personality, and fit for a particular role.

  • Reference checks: Talking to the candidate's references can provide valuable insights into their past performance and potential for success.

  • Data analytics: Data analytics can be used to track the performance of past hires and identify the factors that predict success.

By using data and analytics to predict candidate success, businesses can make better hiring decisions and improve their chances of hiring the right people for the job.

In addition to predicting success, it's also important to find talent that matches the company's culture. This means finding candidates who share the company's values and who are a good fit for the team.

There are a number of ways to find talent that matches the company's culture. These include:

  • Promoting the company's culture in job postings: The company's culture should be prominently featured in job postings so that candidates can get a sense of what it's like to work there.

  • Using employee referrals: Employee referrals are a great way to find candidates who are already familiar with the company's culture.

  • Attending industry events: Attending industry events is a great way to meet potential candidates and learn more about their skills and experience.

By taking the time to predict candidate success and find talent that matches the company's culture, businesses can make better hiring decisions and improve their chances of hiring the right people for the job.

Here are some additional tips for making better hires:

  • Be clear about the job requirements. What are the essential skills and experience that the candidate needs to have? What are the desirable skills and experience?

  • Use a variety of assessment tools. Don't rely on just one assessment tool to make your hiring decision. Use a variety of tools to get a more complete picture of the candidate.

  • Get input from multiple people. Don't make hiring decisions on your own. Get input from other people who will be working with the candidate, such as their manager and team members.

  • Trust your gut. Sometimes, you just know when a candidate is a good fit. Don't ignore your gut feeling.

Making better hires takes time and effort, but it's worth it. By following these tips, you can improve your chances of hiring the right people for your business.

Additional Resources: "To Make Better Hires, Learn What Predicts Success" by Harvard Business Review. This article discusses the importance of understanding what predicts success in a particular role. It argues that hiring managers should focus on identifying the key skills and experiences that are essential for success in the role, rather than simply looking for candidates who have a long list of qualifications. [Link:]

11 views0 comments


bottom of page